PRINCIPLE 15

 A mechanism for employee participation should be developed to create a symbiotic environment,

realize the company’s goals and participate in its corporate governance processes.

- as we all know, employee participation is very important enable to achieve company goals and
with that a company should develop a symbiotic or interaction or mutually beneficial
relationship environment so that they will be motivated to participate in corporate governance
- and Enable to develop the relationship between the employee, company should promulgate or
magprogram ng mga activities which will promote employee participation. Kasi when there is a
good relationship between employees and their seniors and all the higher ups it is easier to
work for the company’s goals and oc course magparticipate aligned sa corporate governance
processes ng kanilang company. Kasi in a company, sobrang important ng healthy environment
kasi it will dictate how people will act and do their jobs.

Recommendation 15. 1 Board establishes policies, programs and procedures that encourage
employees to actively participate in the realization of the company’s goals and in its governance. For
which they are COMPLIANT

- In meralco they encourage development of performance enhancing mechanism for employee

participation and their mechanism for employee participation includes: employee
representation and work committee that consider employee viewpoints.
- Here they see to it that there is involvement of employees in certain decisions and they protect
tem also by having committees and councils like Meralco Rescue Team, Anti-Sexual Harassment
Committee, First Line Association of Meralco Supervisory Employees and Meralco Employees
and Workers Association.

In compliance to this Meralco also provides its employees with opportunities para sa learning and
development, fair and competitive remuneration, at mga programs to promote health and safety in a
conscious effort to build a culture of excellence, knowledge sharing, and personnel integrity, and
development through the following: 

- First is the Recruitment and Onboarding, ito ay isang online hiring portal of meralco which they
call E-RECRUIT, basically it is a web enable system para tulungan ang mga job applicants like
they keep the resumes readily available, it has notification feature on the status of application
and most importantly it allows job applicants mobility kasi they can apply anytime sa
pamamagitan ng kanilang mga device.
 And once na sila ay nahire , mayroong orientation for them to understand Meralco’s
history, mission, values, and business practices and they undergo immersion program
called Orange plug is a one day orientation in which aims to inform new employees
about meralco. It covers the following; Digital Welcome Kit which contains relevant
information about the company. The buddy system, where they will have an onboarding
buddy to help them about meralcos way of life, My First 100 Days Plan where the new
hire’s supervisor will help him/her set milestones from Day 1 and every month
thereafter.
- Learning and development – dahil nga ang meralco ay committed sa development and welfare
ng kanilang employees may mga training programs and other developmental interventions
 implemented for the employees to acquire yung mga technical and leadership competencies
enable for them to perform well and also para na rin sa kailang professional growth.
- Talent Management and Development Programs:
 Me in 21, 2 -day seminar - workshop on self - leadership. It is about techniques in
becoming more effective internally, which will result to effectiveness sa work
 Breakthroughs and New Frontiers, twice a week 3-month classroom training for First
Line Managers focusing on the important roles and functions one must have as Team
Leaders.
 Meralco Power Innovators, A management trainee program for future leaders and
technical experts in the organization
 Energy Talent Development Program (ETDP), Program that addresses competency
development and assessment of highly -critical talents in the Company
 LEVEL -Up Program/ LEAD – Up, Programs to enhance the personal effectiveness of
linemen and develop leadership and supervisory capabilities of leadmen and foremen
 Meralco Lineman Training Program, four-level curriculum-based training program to
provide linemen with the necessary skills at different classes.
- Performance and Rewards, meralco values and recognizes the contributions of individuals in the
attainment of team, organization and corporate goals. Isa na ditto and RACE or Revving up to
Achieve a Culture of Excellence (RACE), Employee Performance Management System ng meralco
created to ensure alignemtn ng performance at objective ng company.
- Compensation Philosophy, The Company implements short-term and long-term incentive
programs to attract, retain, and motivate its employees. The Company compensates employees
based on Company, team, and individual performance to help achieve corporate goals and
targets.
- Employee Benefits, aside sa mga given or legislated employee benefits they also have additional
for qualified employees, such as educational loan, housing loan at cash assistance for death or
disaters.
- n-Job Progression, policy of the Company to recognize and reward employees who contribute to
the achievement of organizational goals while continuously enhancing their competencies and
performance on the job
- Work -life balance, promotes work -life balance through a wide array of employee engagement
activities. Example of activites in meralco ay the orange fit, ntegrated Wellness Programs for the
Mind, Body and Spirit to keep employees happy, healthy and bright (Yoga, Zumba, Aero Boxing,
CrossFit, Muay Thai) ; Orange Fit Infrastructure, (Meralco Fitness Center facilities (Sports
Facilities), Meralco Theatre, Meralco Museum, Meralco Hospital, Chapel, Zen Room, Game
Room, Orange Lane), Meralco Clubs(Meralco & Friends Toastmasters, Chess, Cue Masters, Radio
Control Club), Corporate Events (Foundation Day (Family Day), One Meralco Cool - tural Festival,
Maliwanag ang Pasko Lighting Ceremony, Liwanag Park, Christmas Lantern Festival, Halloween
Trick or Treat, MVP Olympics, Service Awards, One Meralco Salu-Salo)
 Supplement to Recommendation 15.1

1. Company has a reward/compensation policy that accounts for the performance of the company
beyond short-term financial measures. COMPLIANT

- Just like what I said earlier meralco compensates employees based on Company, team, and
individual performance to help achieve corporate goals and targets. May mga short-term
incentives through variable pay, tulad ng

 Annual Performance -Based Bonuses (APB) and Variable Incentive Plan (VIP), to reward
individual and team performance that contribute to the achievement of corporate goals
and objectives.
 Revving up to Achieve a Culture of Excellence (RACE) is Meralco’s Employee
Performance Management System.
 Through the Performance Evaluation Plan (PEP), the overall contributions of individuals
are recognized
- So yung employee performance ay namememasure based sa dalawang critical factors which is
GAINS short for gaoals and initiatives at V&B short for values and behaviour. Yung gains
nagfofocus sya sa accomplishment ng employee while the v&b focuses the corporate values.

2. Company has policies and practices on health, safety and welfare of its employees. Compliant

- just like what I had discussed earlier under the work life balance meralco has programs addressing
helath of employees, so di lang puro work meron ding programs and facilities fot their fitness.

- ORANGE FIT program that targets physical, mental and spiritual well-being.

 Emotional and mental wellness are also elements of the ORANGE FIT campaign with the
provision of in house counselors and medical experts
 Spirituality is also of major importance as the Company ensures that different beliefs and
religions have a place and venue for worship.

- So next is for their flagship safety campaign they have the, “TARGET ZERO: Zero Incident, Zero
Harm” part of the Company’s aspiration to eliminate all work -connected incidents. This is
supported by several programs which all aimed to strengthen the sound safety culture of
meralco.
 COVID -19 OSH Program, Despite the risks brought by the COVID -19 pandemic and also the
challenges of the community quarantine tapos new Normal, ang MERALCO nanatiling
committed sa pagprprioritize ng safety and health of its employees. Nagkaroon ng minimum
health standards and infection management protocols to prevent and control the spread of
infection in all MERALCO operating facilities. The COVID - 19 PPE Guidelines was also established
to ensure proper selection, distribution and use of personal protective equipment (“PPE”) based
on the work activity and risk exposure of employees and service providers.
 2020, MERALCO was able to achieve 100% compliance to its regulatory OSH (occupational safety
and helath)
  MERALCO’s Organizational Safety and Business Continuity Management Office also garnered
five (5) Philippine Quill Awards for its various safety programs, namely: Una Sa Lahat Safety
communication program, MERALCO Integrated Report Management System, Araw ng mga
Lineman, National Simultaneous Earthquake Drill, and One MERALCO COVID -19 Online
Awareness Roadshows.
 Meralco successfully passed both the surveillance audit conducted by a thirdparty certifying
body for its OHSAS 18001 Certification on Occupational Health and Safety Management System
as well as the Department of Labor and Employment (DOLE) audit on the compliance to
Occupational Safety and Health (OSH) Standards. Likewise, an additional eight (8) safety officers
of the Company were able to secure their Safety Practitioner accreditation from the DOLE.

3. Company has policies and practices on training and development of its employees. Compliant

- committed to the development and welfare of its employees. Training programs and other
developmental interventions are implemented to enable employees to acquire the technical and
leadership competencies to effectively perform their jobs for their professional growth.

 Meralco uses a globally -accepted training and development metrics relevant to value creation
for business and society. Learning and development initiatives are delivered using the strategic
framework of 70 -20 -10: 70% experiential learning / on - the -job learning, 20% from social
learning and learning through others such as coaching and mentoring, and 10% formal learning.
 Work arrangements such as flexible hours, shifting, and work -from -home were adopted based
on business requirements.

Recommendation 15.2

1. Board sets the tone and makes a stand against corrupt practices by adopting an anti-
corruption policy and program in its Code of Conduct.

A company should be free from corrupt practices kasi probably employees will suffer, for example
they will work and not be properly compensated kasi yung supposedly incentives para sa kanila will
not be given.

- The meralco is compliant with this recommendation. adopted the Anti-Bribery and Corruption
Policy which formalized its anti-corruption policy and program to curb and penalize company
involvement in offering, paying, and receiving bribes.
 Anti-Bribery and Corruption Policy, it ia embodied in Article VIII, Section 1 of the Revised
Code of Ethics which prohibits the commission of any act that may be construed as
direct or indirect bribery and corruption, as defined by law, of government officials to
facilitate any transaction or gain any perceived or actual favor or advantage.
 Conflict of Interest Policy which requires all Directors, Officers and Employees to
observe at all times the highest degree of fairness, accountability, transparency and
integrity in the performance of their duties and responsibilities to the Company, free
from any form of conflict or contradiction with their own personal interest.
  Policy on Solicitation and Acceptance of Gifts which requires Directors, Officers, and
Employees to refrain from putting themselves in situations or acting in a manner that
could significantly affect the fair, objective, independent, and/or effective performance
of their duties and responsibilities in the Company while transacting with third parties.
As such, solicitation and acceptance of gifts from Third Party entities are prohibited
 Amended Suppliers Business Conduct which prohibits corruption, extortion and
embezzlement. Suppliers shall comply, at all times, will all applicable anti-bribery and
corruption laws. Suppliers shall not offer, accept, promise, pay, permit, or authorize
bribes and kickbacks, which include giving of gifts to the Company’s Directors, Officers
or Employees or other means to obtain an undue or improper advantage.

Violations of these policies are penalized in the Company’s Code on Right Employee Conduct. 303

2. Board disseminates the policy and program to employees across the organization through trainings
to embed them in the company’s culture. Compilaint

Company policies are discussed during new employee orientation programs and included in Company
Corporate Governance trainings and roadshows. It is also part of recommendation 15.1 kasi doon
inoorient na sila like in the orange plug in.

Said policies are also made available in the Company Website so it is accessible to employees

Supplement to Recommendation 15.2 c

Company has clear and stringent policies and procedures on curbing and penalizing employee
involvement in offering, paying and receiving bribes. compliant

- The Company has clear and stringent policies and procedures on curbing and penalizing
employee involvement in offering, paying and receiving bribes as embodied in the Anti-Bribery
and Corruption Policy approved by the Board aiming to curb and penalize company involvement
in offering, paying, and receiving bribes. Kung yung kanina ay general kasama ang directors and
officers ito namna ay sa employees lamang .
- Same as the no.1 n recommendation 15.2 kasi under na din yun ng mga policies nay un

Recommendation 15.3

1. Board establishes a suitable framework for whistleblowing that allows employees to freely
communicate their concerns about illegal or unethical practices, without fear of retaliation

-o protect the employees from retaliation.

2. Board establishes a suitable framework for whistleblowing that allows employees to have direct
access to an independent member of the Board or a unit created to handle whistleblowing concerns.

3. Board supervises and ensures the enforcement of the whistleblowing framework.

the e-Report Mo (Whistleblowing Policy/Anti-Corruption Programs and Procedures) encourages the
reporting of any violation of corporate governance rules or policies, questionable accounting or auditing
matters, and other malfeasance committed by the Company’s directors, officers, and employees.

The Company provides appropriate protection against retaliation to an employee/stakeholder who

reports illegal/unethical behavior