Ethical Policy

Team number: 7 (2.2BSHM)

Group members:
Banda, Jezlyn
Curioso, Jascent Therese
Gasang, Maria Lourdes
Navarro, Luke Rupert
Sevilleno, Rose Ann

Type of industry, organization or company

(Choose a specific industry, organization or company that you want to create an Ethical Policy)

Paradise Moonstone Resort (Service Industry)

Mission
(Create summary of the aims and values of your company or organization)

Every decision we make is based on the needs of our guests, employees, and owners. We create one-of-
a-kind, unforgettable experiences through authenticity and innovation.

Vision
(Briefly describe what your company/organization desires to achieve in the long-run)

Provide authentic local experiences in resorts with unrivaled presence as well as highly engaging
service.

Code of Ethics
(Enumerate at least five (5) moral values or guiding principles and explain how it will manifest in your
organization/company)

1. Respect
We value others’ needs, opinions, and uniqueness. We treat all of our Colleagues and
 Guests with dignity and respect.
2. Teamwork
We collaborate to attain our mutual objectives. We understand the necessity of
maintaining a co-operative and supportive work atmosphere, as well as the impact of each
individual contribution
3. Excellence
The key goal that Paradise Moonstone Resort has opted to achieve is absolute
satisfaction of its Guest who visit the industry, notably by designing a service that respects
the essential values of fairness honesty, efficiency, and professionalism. The service and
products that we provide for our guest must be at the highest level of our standard at all
times. Have pride in everything we do.
4. Responsibility
Our resort is helpful and conscientious we are aware and careful of the choices we
make. We work through difficulty and discouragement in pursuit of individuals.
5. Integrity
We act with honesty and professionalism, guided by the highest ethical standards. We
hold ourselves accountable for all of our decisions and actions.

Code of Conduct
(Enumerate at least 10 rules or policy that you wish to implement, you also have to include rationale behind the
policy)

Policy #1
Dress Code
*Republic Act No. 6713 known as Conduct & Ethical Standards for Public Official and Employees.
*Memorandum Order No. 13, s. 2001 - Amending Memorandum Order No 462, dated January 30,
1998, prescribing the implementing guidelines on the Dress Code in the Office of the President
(PROPER)
The Paradise Moonstone Resort dress code policy is intended to ensure that we all provide a
professional image to our guests and coworkers. Our appearance reflects on as ourselves and on the
resort as a whole. The goal is to preserve a positive image while avoiding offending customers, guest,
or colleagues.
PMR dress Code Policy:
- Employees must maintain a neat and professional appearance at all times. Everyone should be
well-groomed and dressed in clean clothes that are devoid of rips, stains, and other evidence of
wear.
- This is not allowed to wear clothing with offensive or improper designs or stamps.
- Clothing should not be overly exposed.
Dress Code Violations:
When employees break the dress code, managers or supervisors are expected to notify them.
Employees who break the rules are expected to remedy the problem right away. It's possible that
you'll have to leave work to change. Repeated violations or offenses with significant consequences
may result in disciplinary action, including termination.
Policy #2
Gadget (Cellphone, Laptop etc.)
*Labor Code of the Philippines Article No. 283-Closure of establishment and reduction of personnel.
The Paradise Moonstone Resort gadget policy provides general guidelines for using personal and
company/resort devices while on the work. The goal of this policy is to enable us all get the most out of
the benefits that electronics have to offer our resort while avoiding the distractions, mishaps, and
frustrations that incorrect device user can cause.
All PMR employees are liable to this policy.
Punishment may be imposed if gadgets are used improperly. Continued use of devices at inappropriate
times or in methods that divert attention away from work may result in the revocation of gadget rights.
Employees who use their phones for unlawful or harmful activities, harassment, or in ways that violate
the resort's confidentiality policy may be fired.

Policy #3
Break Policy
*Labor Code of the Philippines Article No. 85 section 7
Meal and Rest Periods. This policy of Paradise Moonstone Resort is to provide meal and rest
breaks during the course of each workday. The length of lunch periods may vary from department to
department. A minimum of one half hour to maximum of one hour will be granted for each day
worked. Such time is subtracted from the total number of hours worked each day, therefore, they do
affect salary and overtime. Full time employees are entitled to two fifteen-minutes rest breaks each day.
one in the morning and one in the afternoon.
- employees who's use over break shall get incident report have different offenses - over break can be
deducted to your salary base on the minute of your over break.

Policy #4

Conflict of Interest
*Republic Act No. 6713 known as Code of Conduct and Ethical Standards for Public Officials and
Employees, Section 9-Divestment.
The purpose of this policy is to protect the interests of Paradise Moonstone Resort. In the regular
course of business, agents and employees of PMR may have the opportunity to advance their own
personal interests with or against the interests of PMR. Acting in such a manner is unacceptable and
any party who acts outside of PMR’s best interest may be subject to disciplinary action.
This policy is a major concern for all of us. We expect to be on the lookout for situations that could
lead to a conflict of interest for ourselves or our direct reporting. Always follow our policies and act in
the best interests of our resort. Allowing personal or financial interests to come in the way of our work
should be avoided wherever feasible.

Policy #5
Tardiness/Absenteeism
*Labor Code of the Philippines Article No. 282 Termination by employer. (Gross and habitual neglect
by the employee of his duties)
If it is important for an employee to be absent or late for work because of an illness or an
emergency, they must need to notify his or her supervisor no later than employees scheduled starting
time on that same day.
- Unscheduled absences, tardiness and unscheduled early departures whether its excused or
unexcused failure to provide appropriate, notification or abused sick leave will have
consequence like termination.
- Employees should not be late because it will can deduct in their salary.
- Tardiness have further action.

Policy #6
Illegal Activity
*Labor Code of the Philippines Article 264. Prohibited activities
Any illegal activities must be avoided by all personnel. Each supervisor and manager is responsible
for ensuring that the personnel under their supervision perform ethically and in accordance with the law
and the Code. All employees are responsible for gaining adequate expertise to notice any compliance
concerns that may arise in the course of their tasks and for getting suitable counsel on these matters. If
you're unsure about the meaning or application of a statute, regulation, or policy, or the legality of a
particular practice or conduct, consult your PMR's immediate supervisor/manager. The Resort values
customer-staff relationship and also staff to staff relationship. We protect each one by implementing
this and be able to provide comfort and high quality service also.

Policy #7
Holiday Pay
*Labor Code of the Philippines Article 94 Right to Holiday Pay.
Our Resort accommodates most especially during holidays, where families have their time to
bond. The employees of our resort receives a holiday pay in return for their enormous effort during our
peak season. We value their effort indeed and we made sure to pay double their regular salary in
exchange.

Policy #8
Employee Attendance
*Republic Act 6713 known as the “Code of Conduct and Ethical Standards for Public Officials and
Employees”
Employees at Paradise Moonstone Resort are expected to arrive on time every day for work. Regular
attendance and punctuality are essential for keeping your team and PMR running. Arriving late, being
tardy, or being absent causes problems.
At the start and end of each regular shift, as well as at breaks and lunch, employees are given a five-
minute grace period. Each day that an employee is missing, they must report it. A no call-no show will
occur if you do not call-off one hour prior to your shift. If an employee is away for three or more days
in a row, documentation of the absence must be produced, such as a doctor's letter.
 A job desertion, or termination without warning, will be considered if an employee is a no call-no
show for three or more days in a row. Employees can ask human resources and management for work
absence exclusions. On a case-by-case basis, these must be approved.

Policy #9
Sexual Harassment
*Republic Act No. 7877 Section 1 known as the "Anti-Sexual Harassment Act of 1995."
The sexual harassment policy at the Paradise Moonstone Resort aims to protect employees of all
sexes and gender identities in our resort from unwanted sexual advances and to provide them with
guidelines for reporting incidents. It also explains how we handle complaints, prosecute offenders, and
assist survivors in their recovery.
Sexual harassment will not be tolerated in our workplace. All PMR employees must adhere to this
policy.
Outside sexual harassment will not be tolerated at the Paradise Moonstone Resort. This policy
applies to customers, investors, contractors, and anyone else who interacts with our resort. Our third
party harassment policy outlines how we deal with harassment from outside our resort.

Policy #10
Substance Abuse
*Republic Act No. 9165 Article V Section 47 – Drug-Free Workplace
Substance abuse hinders employees' reasonable thinking and actions, burdening coworkers with
more responsibilities and perhaps leading to workplace accidents, poor job performance, and bad
customer service. As a result, The Paradise Moonstone Resort has implemented a substance abuse
policy to safeguard both its staff and clients, as well as to provide a safe and healthy work environment
for everybody.
The goal of this substance abuse policy is to:
(a) prohibit the use, distribution, and/or manufacturing of illegal drugs and alcohol on company
property; (b) establish protocols and guidelines that limit the use of legal substances;
(c) comply with all legal and/or state requirements regarding substance abuse in the workplace;
(d) outline the disciplinary steps that will be taken if an employee violates the policy.