ARTICLE X

THIRTEENTH MONTH PAY AND OTHER BONUSES

Section 1. The COMPANY shall grant employee within the bargaining unit one month salary
as thirteenth month pay as provided by law. The same shall be released as follows:

i.) % - every 3rd week of of each year;

ii.) % - every 3rd week of of each year.

Section 2. Implementing guidelines.

To be entitled to the full amount of 13th month pay, the regular employee:

- Must have rendered one (1) year continuous service as probationary or regular
employee for the said year. Regular employee with less than one year service
or those who incurred leave of absences without pay are entitled pro-rata.

Section 3. Exemplary Bonus. The COMPANY agrees to continue its practice of granting the
employee chosen as Exemplary of the year a (P,000.00) cash gift which shall be released
every Christmas Party of each year, or in the circumstance that the event is not held, the 3 rd
week of December of every year.

Section 4. Productivity Bonus. The COMPANY shall grant the bargaining unit of their
monthly salary as Productivity Bonus for every month sales exceed the monthly determined
by the COMPANY.

ARTICLE XI
EDUCATIONAL ASSISTANCE TO REGULAR EMPLOYEES
AND THEIR DEPENDENTS

SECTION 1. The COMPANY agrees to grant all regular employee who have rendered at
least three (3) years of continuous service as regular employee-farmers as of of the said year
are entitled to educational assistance for the full amount spent subject to Section 2 of this
Article.

Section 2. Implementing Guidelines.

1. To be entitled to the full amount of Educational Assistance per year, the regular
employee-farmers must:

a. Have rendered at least three (3) years of continuous service as a regular

employee as of of the current year; and

b. Must be enrolled in any school or academic institution for educational,

vocational, technical, and similar purposes.
 2. Submit proof of enrollment to be submitted on or before December 26 of each
year upon request for reimbursement. Such proof shall be the basis for
reimbursement.

SECTION 3. The COMPANY agrees to grant all regular employee dependents covered
by this Agreement an Educational Assistance equivalent to (P0,000.00) every year
subject to Section 4 of this Article.

SECTION 4. Implementing Guidelines.

1. To be entitled to the full amount of Educational Assistance of to (P0,000.00) per

year, the regular employee must:

a. Have rendered at least three (3) years of continuous service as a regular

employee as of April 30 of the current year; and

b. Must have at least one (1) legal dependent child enrolled in any school or
academic institution for educational, vocational, technical, and similar
purposes.

c. Submit proof of enrollment to be submitted on or before December 26 of

each year upon request for reimbursement. Such proof shall be the basis
for reimbursement.

2. Employee who are husband and wife and have rendered at least three (3) years
of continuous service as regular employee as of April 30 of the current year are
not entitled to the (P0,000.00) education assistance, but entitled to the
following:

a. (P,000.00) for the couple having at least two (2) legal dependent children
enrolled in any school or academic institution for educational, vocational,
technical, and similar purposes;

b. (P,000.00) for the couple if they have only one (1) legal dependent child
enrolled in any school or academic institution for educational, vocational,
technical, and similar purposes.

c. Submit proof of enrollment to be submitted on or before December 26 of

each year upon request for reimbursement. Such proof shall be the basis
for reimbursement

Section 5. In the Education Assistance for the dependents of the Regular employee,
the reimbursable amounts should not exceed the amounts granted herein or actual
expense whichever is lower, which should be duly supported/liquidated with official
receipts, provided, however that every educational assistance received for a respective
year is in anticipation of his/her continuance of service to the COMPANY to one (1) year
covered through a service contract between the recipient regular employee-farmer
and/or their dependents.

ARTICLE XII
RAINWEAR ALLOWANCE

The COMPANY shall grant yearly Rainwear materials to every regular employee who are
actually rendering services in the to be given every month of June of each year.

ARTICLE XIII
RETIREMENT BENEFIT, GRATUITY, DISABILITY BENEFIT, DEATH & FUNERAL
ASSISTANCE

Section 1. Regular Retirement. A Regular Retirement Program shall be entitled to all

regular employee as provided in the existing COMPANY personnel manual.

Section 2. Special Retirement. A Special Retirement shall be declared by the COMPANY

if there is sufficient fund to cover for the special retirement package. To be qualified for
Regular Special Retirement:

the employee shall be not older than 60 years old.

i.) the employee shall be not older than 60 years old.

ii.) who are not entitled under the Regular and Special Retirement Plan but
separated from service by reason of circumstances beyond their control such
as bankruptcy of the COMPANY, retrenchment and other similar causes are
considered valid and justifiable under the provisions of the Labor Code of the
Philippines shall be entitled to a gratuity pay.

Section 3. The COMPANY shall provide a program to transfer experiencing ailments

and/or physical restrictions to in the office should they still decide to continue their
employment, subject to the condition that they are still both physically and mentally apt
to works, as determined by the medical retainer of the COMPANY. Such program shall
be subject to the approval of the COMPANY in consultation with the UNION.

Section 4. Disability Benefit. In the event that a Regular met an accident while in
active service in the, and can no longer continue their employment due to total
disability as per diagnosis of a reliable physician at the expense of the COMPANY, but
not yet qualified under special retirement, the disabled shall be considered to have been
separated under regular retirement hereof.
Section 5. Funeral Assistance. In case of death of a regular , the COMPANY shall
extend funeral aid to their legal heirs as follows:

i.) (P0,000.00) if the employee death occurred while rendering work in the work-
fields, or in any activity necessarily connected thereto; &

ii.) (P0,000.00) if he did off-duty.

In case of death of immediate member of the family of a covered regular, the

COMPANY and the UNION, shall extend a funeral aid in the following amount:

i.) Death of a spouse, legitimate or adopted child and parents for married
employees –Pesos (P0,000.00).

ii.) Death of parents, natural child, full brother, full sister for unmarried employee -
(P0,000.00).

Proof of death shall be required in all applications for funeral assistance. It is also
understood by the parties in this Agreement that Funeral Benefits are exclusive of the
benefits under SSS, PAG-IBIG, and other laws.

ARTICLE XIV
GRIEVANCE AND ARBITRATION PROCEDURE

Section 1. Parties hereto this Agreement shall settle non-labor disputes among
themselves using customary laws first, if applicable.

Section 2. A grievance refereed herein is a difference of opinion or dispute affecting the

COMPANY and the UNION or any employee- covered by this Agreement on:
a. Any matter relating to working conditions;

b. Any matter involving the interpretation or implementing of

any provision of this Agreement;
c. Any matter involving the violation of any provision of this Agreement; &

d. Any matter that is not satisfactorily settled by other means.

Section 2. In all disputes or disagreements between the UNION and the COMPANY
management, parties shall submit themselves for amicable settlements in a manner
that shall ensure the disputes shall not, in any way, hamper their activities in the best
interest of maintaining the and the attainment of determined by the COMPANY.

The parties hereto have agreed to establish a procedure for the adjustment of
grievances in order to:

(1) Provide an opportunity of discussion of the following:

a. Any grievance relating to the terms and conditions of employment

provided for in this Agreement and/or the implementation, applications,
and interpretation of this Agreement, or any part thereof; &

b. Disciplinary actions in case of terminations or dismissals; &

c. Establish procedures for the expeditious processing, adjustment and final

settlement or resolution of said grievances.

Section 3. Processing of Grievances. Grievances shall be processed in accordance with

the following procedures:

Step 1. The aggrieved, assisted by the authorized UNION Representative shall

present a written complaint (specifying facts and circumstances, date,
time, persons involved, etc.) to, and discuss the grievance with, his
immediate not later than five (5) working days after the event
complained of shall have taken place, provided that a copy of the written
complaint shall be furnished to the Human Resources of the Main Office
upon receipt of the written complaint by the immediate.

Step 2. Should there be no satisfactory settlement of the grievance within five

(5) working days from the date of presentation of the grievance to the
employee immediate, it shall be formally referred in writing by the
UNION’s Representative to the Chief Unit concerned, together with the
Department Head not later than seven (7) working days after the
expiration of that period.

The Chief Unit of the farm, together with the Department Head of the
farm concerned, and the employee concerned (accompanied by the
UNION Representative) shall meet and attempt to adjust the grievance,
immediately thereafter.

Step 3. If no settlement of the grievance is reached in Step 2 within five (5)

working days from the date of referral in writing of the grievance to the
Chief Unit concerned, the grievance shall be taken up for the resolution
of the General Manager of the COMPANY not later than five (5) working
days after the lapse of that period, who shall meet with the parties and
arrive at a decision within five (5) working days from his receipt of the
grievance.
 Step 4. Should no satisfactory settlement be reached with the General Manager,
the grievance shall be elevated to voluntary arbitration within five (5)
working days after the lapse of the time allotted to him to decide the
grievance.

The Voluntary Arbitration Committee shall compose of five (5) members:

two members designated by the COMPANY, 2 members designated by
the UNION, and these four shall choose a Voluntary Arbitrator duly
accredited by appropriate Regional Office of the National Conciliation and
Mediation Board who has experience with settling labor disputes in the
field of industrial farming, and who shall decide on the grievance raised.

The parties herein agree that the decision of the Voluntary Arbitrator
shall be final and executory. The Arbitrator’s fee shall be shared by the
COMPANY and the UNION.

Section 3. Any grievance not presented, initiated, and/or appealed within the time
and/or in the manner provided for in any of the steps mentioned above shall be
considered withdrawn or resolved to the satisfaction of the complainant employee, and
the case shall be considered finally closed and terminated for all intents and purposes.

Section 4. Any grievance involving the interpretation, application or implementation of

the terms and conditions of employment, or provisions of this Agreement will be
initiated at Step 2 (to the Chief Unit concerned) within five (5) working days after the
making of the decision complained of, or after the event complained of has taken place.

A grievance involving terminations or dismissals may also be taken up starting at Step 2

within the period stated but if no satisfactory settlement is reached at Step 3, the
matter shall be referred for compulsory arbitration by the employee concerned to the
appropriate agency of the Department of Labor and Employment.

Section 5. Nothing herein shall be construed as restricting the COMPANY’s right to

impose disciplinary sanction, including terminations for just cause, or implement such
disciplinary actions, while the grievance machinery is in progress, subject to reversal
upon final decision on the grievance presented.

Section 6. There shall be one UNION Representative which shall be part or member of
the Investigating and Fact-Finding Committee (IFFC) of the COMPANY in matters
involving Section 5 hereof.

Section 7. The IFFC shall furnish the UNION a copy of any disciplinary action against
any member of the UNION.

Section 8. The UNION may seek reconsideration of any management decision

involving employee disciplinary action or other terms and conditions of employment,
subject to provisions of this Agreement.

Section 9. The UNION shall keep the COMPANY informed with a complete and up-to-
date list of the names of the officers of the UNION, including outlet or unit
representatives, members of the bargaining committee and grievance officer of the
UNION.

The COMPANY shall keep the UNION informed with a complete-up-to-date list of the
names of all supervisors and managers of the Unit for the purpose of this Article.

Section 10. Any or all issues not resolved in the grievance machinery shall be referred
to the compulsory arbitration as provided by law and/or the implementing rules and
regulations.

ARTICLE XV
PRE-EXISTING PRACTICES

Practices and benefits which are already in effect and enjoyed by the Regular employee
as of the effective date of this Agreement, which are not embodied herein shall remain
in full force and effect during the lifetime of this Agreement or any extension thereof.

ARTICLE XVI
NO STRIKE, NO LOCKOUT

Section 1. the UNION and the COMPANY hereby agrees that there shall be no strike
nor lockout during the lifetime or extension of this agreement.

Section 2. In any threat/violation to the prejudice of the COMPANY, the UNION shall
be allowed to take necessary legal action in the protection of the above-mentioned
parties.

ARTICLE XVII
SAVING CLAUSE

Should any part of this Agreement be rendered invalid by competent Court, or by any
legislation, such invalidation shall not affect the validity of the remaining portion of this
Agreement and shall remain in full force and effect.
 ARTICLE XVIII
EXISTING BENEFITS OF ALL REGULAR EMPLOYEES

Section 1. Under the existing policy and practices of the COMPANY, all Regular
employee are entitled to the following benefits:

1. Thirteenth Month Pay

2. Cash Gift
3. Productivity Bonus
4. Regular Retirement Package
5. Rainwear Allowance
6. Medical Benefit
7. Accident Benefits and Assistance
8. Paternity Leave
9. Maternity Leave
10. PTB Leave
11. Solo Parent Leave

Section 2. Nothing in this Agreement shall deprive any regular employee of the
benefits to which they may be entitled under such existing policies or practices of the
COMPANY and/or existing laws and regulations.

Section 3. Existing benefits of all regular employee shall continue to be given to

regular employee and implementation shall not be dependent on the monthly sales of
the COMPANY.

ARTICLE XIX
IMPLEMENTATION PROVISION

Section 1. All terms and provisions of this Agreement shall constitute the entire
contract, and is confirmed and approved in all respects by the parties hereto.

Section 2. all incentives and bonuses shall be subjected to the individual performance
evaluation system.

ARTICLE XX
EFFECTIVITY

Subject to the provisions of Article 253-A of the Labor Code of the Philippines on the
representation aspect, this Agreement shall be binding upon the parties hereto and
their respective successors-in-interests, and shall take effect on and shall remain in
force and effect up to.

IN WITNESS WHEREOF, the COMPANY and the UNION, through their respective
representatives, have set their hands on this ________, day of ________ 2020 at
Rizal, Philippines.

INFORMATION AND DATA

The UNION hereby submits the following:

a. Total number of workers – , more or less.

b. Total number of workers covered by the Agreement – , more or less.
c. Industrial Activity – Engaged in.

IN WITNESS WHEREOF, the parties have, herewith affixed their signature this _____ of
________________, at ________________________________________, Philippines.

FOR THE COMPANY: FOR THE UNION:

Represented by: Represented by:

President President

General Division Manager Vice-President

Chief Legal Company Officer Secretary

Treasurer
 Union Representative

Union Officer

Union Officer

Union Officer

Union Officer

Union Officer

SIGNED IN THE PRESENCE OF:

_______________________ _______________________ __________________

ACKNOWLEDGMENT

REPUBLIC OF THE PHILIPPINES)

Province of ) S.S.

BEFORE ME, personally appeared before me this ______ day of

__________________, 2020. Known to me and to me known to be the same persons
who executed the foregoing instrument and acknowledged to me that the same is their
free and voluntary act and deed.

NAME GOV’T ISSUED ID NO. PLACE/DATE ISSUED

 1. _________________ _____________________ __________________
2. _________________ _____________________ __________________
3. _________________ _____________________ __________________
4. _________________ _____________________ __________________
5. _________________ _____________________ __________________
6. _________________ _____________________ __________________
7. _________________ _____________________ __________________
8. _________________ _____________________ __________________
9. _________________ _____________________ __________________
10. _________________ _____________________ __________________
11. _________________ _____________________ __________________
12. _________________ _____________________ __________________
13. _________________ _____________________ __________________
14. _________________ _____________________ __________________

This instrument consisting of () pages, including the page on which this

acknowledgment is written, has been signed on each and every page thereof by the
concerned parties and their witnesses, and sealed with my notarial seal.

WITNESS MY HAND AND SEAL, on the date and place first above written.

ATTY. JUAN DELA CRUZ

Notary Public

Doc. No.___ ;
Page No.___;
Book No.___;
Series of 2022.
COLLECTIVE BARGAINING COUNTER-
PROPOSALS
OF
CORPORATION
 COLLECTIVE BARGAINING AGREEMENT

KNOW ALL MEN BY THESE PRESENTS:

This Agreement, entered into by and between:

, a corporation established and existing under and by virtue of the laws of the
Republic of the Philippines with principal office address at Punta Baja, Municipality of
Rizal, Palawan, Philippines, whose business activity is to trade, sell, buy, deal, import
and process hybrid coconut trees and its by-products, represented by its Chief Legal
Company Officer Atty. Mel Angis, hereinafter referred to as the “COMPANY”,

AND

, a legitimate labor organization duly registered with the Department of Labor

and Employment per with Registration No., dated November 26, 2015, with principal
business address at Rizal, Philippines, herein represented in this agreement by its duly
Authorized Representatives and Legal Counsel composing the Negotiating Panel,
hereinafter referred to as the “UNION”;

WITNESSETH

WHEREAS, the is the sole and exclusive representative of all field and
maintenance of the COMPANY directly recognized by the latter upon submission by the
UNION of the list of its members composing more than the majority of the employees
constituting the appropriate bargaining unit.

WHEREAS, in line with the democratic exchange of ideas and in consideration

of the mutual agreement hereinafter contained and with the ultimate objective of
promoting industrial peace and harmonious relations and cooperation between the and
the for purposes of establishing, maintaining and regulating the standards for hours of
work, rates of pay and with view of facilitating the peaceful adjustment of all
differences that may arise from time to time between the parties and to promote
harmony and efficiency to the end that, the , employees and workers and the general
public may mutually benefit, it is hereby mutually agreed by and between the parties
hereto as follows:

ARTICLE I
UNION RECOGNITION AND BARGAINING UNIT SCOPE

Section 1. Recognition. The COMPANY recognizes as the sole and exclusive bargaining
representative of all qualified employees/workers for the purpose of COLLECTIVE
BARGAINING with regards to rate of pay, hours of work, employees benefits and other
terms and conditions of employment for a period of five (5) years as provided in Article
253 of the Labor Code.

Section 2. The COMPANY agrees that it will not bargain collectively or enter into
negotiation with any labor organization acting for the employees already represented by
the during the lifetime of this agreement; provided, however that nothing in this
agreement shall be construed as requiring either party to violate any of the provisions
of the Labor Code or other laws and statutes enforced in the Philippines

Section 3. The appropriate bargaining unit covered by this Agreement shall consist of
all regular rank-and-file of the COMPANY. Excluded from membership are all Managerial
Employees, Confidential Employees, Guards, and Supervisors as defined by the Labor
Code of the Philippines.

ARTICLE II
UNION SECURITY CLAUSE

Section 1. The COMPANY agrees to require the following as conditions of continued

employment for all employees covered by this Agreement:

a. That employees who are members of the UNION on the date of the Signing of
this Agreement or who may join the UNION after signing of this Agreement
shall remain members in good standing.
b. That employees who may hereafter be employed by the COMPANY shall within
days from attainment of regular status become members of good standing of
the UNION and remain as such members in good standing.

Provided, however, that the COMPANY shall not be compelled to take or enforce any
sanction whatsoever against any employee who fails to retain membership in the
UNION for any cause other than nonpayment of UNION dues/fees;

Section 2. All newly hired employees in the bargaining unit who are non-union
members may join the UNION upon probation or regularization.

Section 3. Members of the UNION who fails to pay UNION dues/fees shall, upon
written demand of the UNION, be dismissed by the COMPANY upon notice and due
process, provided that the UNION shall keep the COMPANY free from any liability as a
consequence thereof.
 ARTICLE III
CHECK-OFF UNION DUES AND SPECIAL ASSESSMENTS

Section 1. Check Off. The Company agrees to collect fees including but not limited
to: reasonable membership fees, union dues, assessments and fines and other
contributions for labor education and research, mutual death and hospitalization
benefits, welfare fund, strike fund and credit and cooperative undertakings which may
be levied by the union on its members and which shall be turned over to the Treasurer
of the Union every end of the month.
For purposes of payroll deduction, the order of priorities is as follows:

i.) Legal deductions (Philhealth, SSS, HDMF and withholding taxes);

ii.)UNION deductions;

iii.) Other allowable deductions.

Section 2. Agency Fee. All regular employees who are not members of the Union
shall pay a reasonable fee of Percent if said employees accept the benefits of this
Agreement, said Agency Fees shall be deducted from the wages of the non-union
members concerned by the COMPANY in the same manner as union dues and other
assessments allowed by law, with check-off authorization.

Provided, that, qualified regular employees shall pay Percent as an Agency Fee.

Provided further, that only incremental benefits shall be subjected to an Agency Fee.

Section 3. The COMPANY also agrees to check-off or deduct special union assessments
from the pay of the UNION members subject to the following conditions:

a. UNION will submit Board Resolution duly certified by the President and
Executive Secretary;

b. COMPANY is notified at least seven (7) working days before payment.

Section 4. The COMPANY shall remit check, within seven (7) working days from check-
off date, to the Secretary of Finance of the UNION of the total amount of the checked-
off dues and agency fee. The COMPANY, however, shall remit in whole the special
assessment to the Secretary for Finance of The UNION within seven (7) working
days from check-off date.
 ARTICLE IV
COMPANY-UNION COOPERATION AND RESPONSIBILITY
Section 1. The Union recognizes the continued employment at a fair wage can
continue only as long as satisfactory performance is maintained, within usual and
reasonable circumstances.

To attain this, the Union undertakes to cooperate with the COMPANY specifically in, but
not limited to:
i.) Increasing Efficiency – maximum and effective utilization of working time for
satisfactory performance purposes;
ii.) Reduction of Absenteeism – reduction of unwarranted absenteeism, tardiness
and cutting time;
iii.) Conservation of Supplies – elimination of waste of materials and supplies;
iv.) Foster unity and solidarity among and between the and the community in
general to encourage trust and confidence of the public upon the COMPANY in
taking care of the;
v.) Adhere and promote Culture in the work while embodying discipline, hard work,
honesty, teamwork, thrift, & cleanliness so that all will act with respect, integrity
and a good conscience;
vi.) Commit to support the COMPANY in its vision of using sustainable practices in
ensuring the highest levels of security.

Section 2. The UNION and its members shall cooperate with the Field Manager, in
conducting and maintaining themselves individually or collectively, in such manner as
would protect a favorable image for COMPANY, as well as the UNION.

ARTICLE V
MANAGEMENT PREROGATIVES

Consistent with Law and this Agreement, the COMPANY shall have the exclusive right to
run the affairs of the business, direct and control the management of the office, work-
fields and personnel, including but not limited to the following:

a. The hiring, promoting, demoting, classifying, reclassifying, rotating,

transferring, suspending, terminating, or otherwise discipling any employee-;
b. To make and promulgate rules and regulations governing the conduct of
the employees in their relations with the COMPANY, its officials, supervisors,
 customers, guests, co-employees, the surrounding environment within and
immediately around the company, and the handling of machinery, tools,
products, equipment and other COMPANY property.
c. To designate the work and the employee to perform such work, as well as the
right to classify the work for job evaluation purposes;
d. To set working hours and/or period of operation as well as the assignment of
workers/employees for such period; and
e. To do what has been recognized by the law, jurisprudence, or practice as
properly belonging to management.

ARTICLE VI
SENIORITY, JOB SECURITY AND PROMOTION

Section 1. The UNION hereby recognizes the COMPANY’s right to hire, transfer,
discharge, lay-off or discipline its employees for just causes and in accordance with law.

The UNION, however, shall have the right to seek reconsideration of any transfer,
discharge, lay-off or disciplinary action affecting any employee within the bargaining
unit and such request for reconsideration shall be considered a dispute or
grievance to be dealt with in accordance with the grievance procedure provided in
Article XIV of this Agreement.

Section 2. No employee shall be dismissed, suspended, demoted, or reprimanded

without any just cause, lawful, and reasonable cause and due process. The COMPANY
shall furnish the UNION notice of such action/s.

The Authorized causes of separation from employment and the separation pay
therefore are as provided for by law, except that if the separation is due to illness the
separation pay shall be one hundred Percent (100%) of the basic pay for every year of
service.

Section 3. Notice of vacant position shall be posted in the COMPANY bulletin boards.

Section 4. In case a just and lawful cause exists for lay-offing the employee, the most
senior employee shall be laid off last. In case of rehiring, employees who were laid off
last shall be rehired first.

Section 5. The COMPANY shall not contract out or engage the service of labor
contractor/s or agency which would supply the company with worker to perform the
work activities functions pertaining to vacant plantilla positions.

Section 6. The COMPANY shall classify and inform the UNION on its Quota (Seasonal)
and all other non-full time Technical.

Section 7. The COMPANY shall inform the UNION of hiring those non-full time
Technical.

Section 8. The term “SENIORITY” whenever used in this Agreement refers to the
length of accumulated service of the employee in the COMPANY which shall be
computed from his date of initial employment therein, whether as regular, probationary,
temporary or casual employees.

Section 9. In the event of retrenchment or redundancy, seniority shall be the

determining factor for retention if qualifications and performance are relatively equal.

Where employee services are terminated due to retrenchment or redundancy, the

COMPANY shall grant separation pay in accordance with the Labor Code, except when
the length of their services are as follows:

i.) Three (3) years but less than ten (10) years of service – equivalent to of their
present monthly salary for every year of service in case of retrenchment and
% in case of redundancy.

ii.) Ten (10) years of service or more – equivalent to % of his present monthly
salary in case of retrenchment and % in case of redundancy.

Section 10. The COMPANY shall give priority in employment in favor of employee’s
relatives in case of vacancy in the plantilla, provided that they possess the necessary
qualifications determined by the COMPANY.

Section 11. If the COMPANY desires to suspend, lay-off or dismiss an employee, it

shall furnish the employee a written notice stating the particular acts or omission
constituting the grounds for his lay-off, suspension, or dismissal. The employee may
answer the allegations stated against him in the notice within a reasonable period form
receipt such notice.

The COMPANY shall afford the employee the ample opportunity to be heard and to
defend himself with the assistance of the UNION officer or representative before his
suspension, lay-off or dismissal unless the employee-farmer waives this right.

Section 12. When changes in the organization occur whether due to expansion or
downsizing, resulting to transfer and re-assignment of employee. the COMPANY shall
discuss with the UNION matters affecting the members of the bargaining Unit.

Section 13. The term “promotion” whenever used in this Agreement denotes a change
in position to fill up an existing vacancy in a job of higher rank and higher pay.

Section 14. An employee who is promoted as defined in section 1 above shall be paid
the salary or wage rate pertaining to his new position and rank/ or rank on the date of
his assumption of duties in such position.

ARTICLE VII
NON-DISCRIMINATION

Section 1. It is mutually agreed between the COMPANY and the UNION that there
shall be no discrimination against any employee because of race, color, creed, national
origin, sex, age, or disability.

Section 2. Normally, discrimination issues that arise in the work place will be handled
by the proper agency. However, with an appropriate waiver, an employee may elect to
use the grievance and arbitration procedure to finally resolve the issue.

ARTICLE VIII
WORK DAYS AND WORKING HOURS, AND COMPENSATION RATES

Section 1. Work Week. The work week shall conform with standard practices in, and in
consideration of .

Section 2. Regular Working Hours. The regular schedule of working hours of the
employee is on the basis of forty (40) hour workweek to be spread over six (6) days.

Section 3. Daily Rate Conversion Formula. The COMPANY agrees to grant additional
remuneration in accordance with existing laws, rules and regulations, when employee-
choose to render services during legal holidays. The rates for purposes of benefit
computation shall be computed and determined in accordance with existing laws and
regulations.

ARTICLE IX
SALARIES AND WAGES

Section 1. Pursuant to the policy of the COMPANY of “”, the COMPANY agrees to grant
increase every ) years to every regular employee, and possible salary increase every ()
years to all covered regular employee.

This is without prejudice to existing laws, and any agreement between the COMPANY
and the UNION to renegotiate step increase and possible salary grade increase after the
first implementation of said increase upon effectivity of this Agreement.