Tsai Security Handbook

TACTICAL SECURITY AGENCY, INC.
HANDBOOK ON
DISCIPLINE
FOR
SECURITY GUARDS
HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp1
TACTICAL SECURITY
AGENCY, INC.
MANDAUE CITY, CEBU, PHILIPPINES
THIS
HANDBOOK ON DISCIPLINE
FOR SECURITY GUARDS
IS JOINTLY COMPILED AND REVISED BY
SPO3 REX L. CABRERA, PNP (RET)

EDDIE G. ALBERCA CSP, BOSH
SAILANI V. BELLEN
AS BASED ON REPUBLIC ACT 5487, AS AMENDED

MANDAUE CITY, CEBU, PHILIPPINES
COPYRIGHT 2015
APPROVED FOR DISTRIBUTION

WILSON PATRICK D. ONG
GENERAL MANAGER
WITH CONSENT FROM
GENERAL CECIL EZRA A. SANDALO RICHARD T. KING

SECURITY CONSULTANT CORPORATE TREASURER
WILSON Y. ONG REGAN REX T. KING
CORPORATE SECRETARY VICE PRESIDENT
JOSEPH V. ALQUIZOLA
CEO / PRESIDENT
HANDBOOK
ON
DISCIPLINE
FOR
SECURITY

GUARDS
Let’s start our knowledge with this Employee Handbook which contains
the Company policies and procedures and everything you need to know
about how we do things the Tactical Security Agency, Incorporated way.
The company shall circulate a set of rules known as the Employee’s Code
of Conduct which shall manage the conduct of employees on and off the
job to protect their rights and interests as well as those of the company.
These rules are propagated to establish efficient, orderly and harmonious
working relationships within the company thereby, ensuring future
growth and success for both the company and its employees. The willful
and inexcusable violations of the provisions of this code will be dealt
firmly and fairly under an impartial and indiscriminate disciplinary policy
which applies to all.
Tactical Security Agency, Inc. will be strictly implementing the Open-Door Policy
BASED ON REPUBLIC ACT 5487, AS AMENDED which states that any employee can talk to any member of the Human Resources
for any issues or concerns by approaching any member privately or through
Again, welcome to Tactical Security Agency, Incorporated email or text message without the fear of being reprimanded. Employees,
however, must remember to be respectful especially when dealing with the
Management or any Administrative personnel. The use of swearwords,
significantly raising the volume and tone of voice and inappropriate body
language when conversing with the Management are instances of gross
subordination and will be considered a grave offense.
It is your responsibility to read and understand this Employee Handbook.

Noncompliance could lead to disciplinary actions, possibly termination. Since it is
impossible to list all policies, procedures and information that will apply or may
arise during the course of your employment, seek guidance from your direct
supervisor, Human Resources Officer, or anyone from the Management if there
are any vague or unclear company policies and procedures you wish to clarify.

Tactical Security Agency, Inc. recognizes the possibility of modifications, We are pleased to provide you with this Employee Handbook, which outlines the
additions, and/or deletions in the contents of this handbook to accommodate personnel policies and procedures during our operations. It is our intention to assure
the changing times. Consequently, the policies and procedures inscribed in this employees fair and equal treatment.
handbook will be implemented at the discretion of the company. There may be
instances wherein exceptions may be permitted. Tactical Security Agency, Inc. In connection, do familiarize the content of this Employee Handbook and consider this as
reserves the right to amend and terminate the policies and procedures of this your working guidelines. We will entertain no supplication of ignorance of the preceding
rules and regulations as an excuse to be an exemption of penalties for infractions.
handbook at any time. Rest assured, you will be duly informed and oriented with
the changes and that every amendment will be for the best interests of the
Tactical Security Agency, Incorporated values you.
company and its stakeholders – our employees.
Once again, we are pleased to have you as a part of the Tactical Security Agency,
Inc., family!
This handbook is to maintain company order and harmony. We will strive to
administer every guideline and policy of this handbook objectively and
consistently.
Sincerely,
JOSEPH V. ALQUIZOLA
CEO / PRESIDENT
MESSAGE FROM OUR VERY OWN PRESIDENT
I would like to take an opportunity to recognize the dedication,

commitment and hard work you have contributed to the
in HINDSIGHT
success of Tactical Security Agency, Incorporated. As president, I would like to express
my appreciation for your 10 years since we assumed the operation and onwards. The
loyalty and efforts; obtaining the substantial growth we achieved over the years would
have been extremely difficult without your considerable involvement. Tactical Security Agency, Incorporated started its operation as a corporation
on June 2000 and duly registered with the Security and Exchange
At Tactical Security Agency, Incorporated, we recognized that our employees are the key
Commission (SEC). It underwent a major change by which new management
to the company’s success. We know that staff retentions are critical to satisfying the
assumed the operation last January 16, 2008 under the administration of
needs of our clients. Therefore, we place special emphasis on selecting, retaining and
Mr. Joseph V. Alquizola the CEO / President and with the three Board of
continuously educating our employees through implementation of company handbook
Directors including the son of our Corporate Secretary.
as our guideline of code of discipline to our company.

Tactical Security Agency, Inc., provides all of your needs. Our Security
Agency provides reliable, cost-effective, professional and contractual
Security Services to the government and private organizations.
The agency is duly licensed by the Philippine National Police Supervisory
Office for Security and Investigative Agencies (PNP-SOSIA) to operate WILSON Y. ONG RICHARD REY T. KING WILSON PATRICK D. ONG
nationwide pursuant to the provisions of Republic Act 5487, as Amended, SECRETARY TREASURER GENERAL MANAGER
otherwise known as the “Private Security Agency Law”.
Our first office was located at Allure Hotel and Suites, at AS Fortuna St.,
Bakilid Mandaue City, Cebu. As the number of employees gets bigger, the At present, Tactical Security Agency, Incorporated offers a multiplicity of Security
management decided to transfer into another spacious and wide office. Staff Officers, Contract Staffing, Monitoring Services (24 hours a day, 7 days a
Which last year 2015 the Operation Team transferred first to the new office week) and Consulting. Our security officers may work with armed or unarmed
for them to accommodate and entertain the Security Guards on duty depending on the posting they assigned. All security officers must pass a hard
properly. Right after the construction of the new office, the management background check and complete inclusive training programs.
decided to relocate the whole Tactical Security Agency, Inc., staff to the new
office.
Tactical Security Agency, Incorporated provides a high quality and well trained
Last year 2017 of May the whole Tactical Security Agency, Inc., staff fully security officers with both integrity and professionalism of service. We are
moved to our new office. Our office is specifically located in AS Fortuna recognized both by private and government institutions for our contributions
Street, Bakilid Mandaue City right beside the Left To Vary Retail Store and at and services performance.
the back of Allure Hotel and Suites.
To take a topmost on how we made it through the years, you can refer to our
The four BOARD OF DIRECTORS and GENERAL MANAGER the son of Mr. Wilson compilation of clients we served both private and government institution.
Ong the Corporate Secretary mutually managed the agency into the reputation
that the agency now holds.
Some of our Government Posts;
JOSEPH V. ALQUIZOLA REGAN RE T. KING

CEO / PRESIDENT VICE PRESIDENT
Cebu Provincial Capitol Building Museo Sugbo
PROVICE OF CEBU

Tactical Security Agency, Inc., ENSURE the safety of the employees, customers
and patrons. SECURE the property and equipment from theft and damage.
Philippine Health Insurance Corp. DETER intrusions, violations and inappropriate activities. CONDUCT investigation
REGION 7 for clients.
Some of our Top Private Clients;
OUR
COMMITMENT
We are committed to deliver quality services to our customers.
We are leaders to the application of quality management concepts and strive to
continually improve our processes and services.
Cebu Country Club Banilad Town Center Skyrise Our improvement culture enables our employees to be heard, make a difference,
improve the quality of work life and take advantage of increased opportunities.
We shall continually invest in our future by bringing in new talents into the most
sophisticated training program in the industry.
Our goals are clearly defined. We have established a firm foundation on which to
OUR build.
MISSION
Tactical Security Agency Inc., completes satisfaction of quality-conscious STRATEGIC
customer. Commitment to continuity. Development of staff professionalism and
pride and continued responsible and profitable growth.
PLANS
 The agency will take a course of action that aims to associate our clients
with high quality of service with yet both integrity and professionalism. Since
OUR GOALS
this stabilized a good reputation of our clients since from the start, the only in Cebu but the whole Visayas and we intend to make it happen in
recruitment team has partnered with leading training centers Cebu. 2018.
 Train all Security guards well on their Standard Operating Procedure (SOP)
on their specific post.
CORE VALUES
 Use advertising and targeted list to locate and market to the most
prospect clients.
 Focus specifically on guard services and high-level consulting, while

outsourcing, encourage all security guards on duty to refer the Tactical
We are committed to treat every client with dignity and respect. We set
Security Agency for additional hired security officers with incentives of
standards that not only meets, but in the most cases exceeds our client’s
200 pesos.
expectations by immediately responding to clients changing needs (24 hours a
 The Recruitment Team will fully execute aggressive recruitment by day, 7 days a week)
scouting on any training center to maximized the hiring process of We are committed to wear enthusiasm and the right disposition when coming to
security officers because staying in the office is not enough to reach the
work. Officers and employees must bear in mind that they are members of a big
security officers needed; the agency has to take up 95% of our market
share came from the Recruitment Team. security agency family bound by a common responsibility of carrying out the
purposes and objectives of the Tactical Security Agency, Incorporated. You
should maintain a high degree of loyalty, devotion to duty and a proper work
 All Tactical Security Agency, Incorporated staff (security guards are not
attitude with an aim of manifesting high standard service worthy of the faith and
included) must have a one day off every week to prevent an overused of
confidence of the public.
our body and mentality and also to give time to our family. Other than
that, is to practice in disseminating our task to our shiftee to minimized
the coverage of an overtime. Civility and Respect
 We will pool a professional team of competent and innovative security
All Tactical Security Agency, Incorporated shall practice utmost courtesy in
officers, investigators, inspectors, accounting and admin who’ll not only
dealing with the public. You are expected to keep an upright, moral, decent and
technically assist our process of services but are directly involved in all the
socially acceptable way of living. An organization is reflection through the
phases of clients’ needs and demands.
 The agency will invest into perfecting the security services flexible enough
to impeccably cater our growing security services. character and quality of its personnel, thus it is important that your conduct be
above reproach. Courtesy is a way of life and it is given to who it is due.
 All Tactical Security Agency, Incorporated team must be strengthened to
support 100% to the agency. We intend to dominate the whole Cebu, not

Mutual Respect and Understanding synergy of these actions. We are part of a business pursuit as we are part of a
family.
Complete harmony and cooperation between superiors and subordinates can
only be attained if both understand fully their respective scopes of action. Discipline
Subordinates must therefore, follow instructions sincerely and faithfully for as
Herewith is the company code of conduct where behaviors permitted and
long it is aligning in the work ethics, keeping in mind the best interests of the
prohibited in as much as the company is concerned are stipulated. Every
Security Agency. When you wish to talk with a person higher in rank, ask
infraction has a predetermined equivalent disciplinary action, all of which will be
permission properly or pass a note about your intention. There is always a right
executed without prejudice.
time, place and way to converse.
Reciprocity, the superior must always be courteous, avoiding any display of
arrogance and behaving in an exemplary manner. You shall be thoughtful, PERSONNEL POLICIES
considerate and empathetic toward your subordinates, praising them for
meritorious service and inspiring them to strengthen their effort. Remember
always the golden rule, give praises in public and reprimand in private.
Important Reminder:
Always respect those on higher position. Always in mind that in every Objectives
establishment, there is always a Hierarchy to be follow. RESPECT BESETS
RESPECT.
 to instill a positive attitude directed towards the attainment of company
NEVER BYPASS the authority of the head in each team, this is we called a
goals and objectives;
delicacy or respect the Role Personnel.
Once Tactical Security Agency, Inc. reaches the pinnacle, everyone will take  to establish specific, measurable, achievable, reasonable and time-bound
credit regardless of rank. expectations designed to educate, develop and train employees;
 to provide guidelines to officers in the administration of employees’
Teamwork and Cooperation discipline. Equitable penalties are set for fairness and justice in the
imposition of disciplinary actions; and
Both are necessary constituents to success in any group enterprise. Relationship  to develop oneness and coherence in the behavior, attitude and beliefs
with officemates and coworkers shall be cordial and friendly. Personnel engaged among the employees and management, thus instituting a unified
in rivalries, petty bickering, intrigues and exchange of profanities or abusive Company identity and stronger company identification
language has no place in the organization.
We are one company, operating amid a complex system. The success of the
company is a function of the individual contribution of each employee and the

General Policy
EMPLOYMENT
 This policy is primarily intended to enhance the performance of
PROCEDURES
employees. It shall apply to all employee levels of the company by which
a schedule of offenses and disciplinary actions is stipulated and which Recruitment
forms part of this policy.
 Employee discipline is the responsibility of every officer, especially over  Once the department head sees a shortage of personnel, the
their direct subordinates. As such it is the duty of every officer to Requisitioning Head of the Department shall fill out a Personnel Request
enforce the rules and regulations impartially and institute disciplinary Form and submits this form to the HUMAN RESOURCES DEPARTMENT
action(s) when necessary. Likewise, they are obliged to provide for verification and post hiring.
counseling to their subordinates to maintain discipline and good
working relationship. They are to notify the HR Officer or any member  The management then evaluates this request on the basis of actual
of the Management with regards to incidents of noncompliance. departmental work volume, existing work force, and duties of each
employee.
 The speedy resolution of cases shall be the direct responsibility of the
officers concerned, department managers or heads. However, an erring  The President or General Manager may meet with the requesting
employee must be afforded the opportunity to be heard prior to the department head to give strength to the endorsement of the request.
imposition of any disciplinary action. But still the management prefer to have a referred applicant from the
existing employee.
 All disciplinary actions involving 5 days’ suspension must be reviewed by
the BOD (BOARD OF DIRECTORS) prior to the implementation. Note:
this is for the Tactical Security Agency, Incorporated Personnel only
 Command of the same kind of offense for the second time shall be and plainly not applicable for Security Guards hiring.
addressed with the corresponding penalty of a higher degree than the
previous one implanted, the third offense shall lead to dismissal.
Hiring and Placement
 In all offenses, restitution of objects/ equipments damaged shall always
be part of the penalty.  Job posting starts once the Personnel Request Form is signed by the
President or General Manager.

 The applicant will go through a series of interviews and testing depending on period for the preparation of regularization. If you failed the expectation of the
the nature of the job applied for. Initial interviews and general psychological management and you failed the evaluation, automatically you will receive an end
testing will be done by the HR Officer, second interview and job-specific of contract coming from the HR Officer.
testing will be done by the department head.
 A job offer sheet will be filled up by the President or General Manager,

whoever did the job offer.
Employment Process
 The following requirements shall be submitted on the first day of PROBITIONARY
employment:
All employees of TACTICAL SECURITY AGENCY, INC., shall undergo a probationary
 Resume
period of 5 months based on the employment contract given upon employment.
 4 pcs recent colored 2x2 picture and 3 pcs 1x1 picture w/ white
background At the start of your employment, your Immediate Superior shall clearly explain to
 Barangay Clearance you the level of performance and standards required for your position. Your
 Police Clearance performance shall be monitored closely and reviewed regularly during your
 NBI Clearance probationary period. Your performance beyond expectations set during
 Birth Certificate probationary will help that your Immediate Superior may opt to recommend a
 Vicinity Sketch shorter probationary and may thus be confirmed by the HR Officer.
 Employment Certificate
 Photocopy of any 2 valid IDs (SSS, Postal, Passport or Driver’s License) If during the probation period or at the end of the fifth month, where coaching
 Health Card and training have taken place, you failed a below the desired standards, it is the
 TOR / Diploma / Class Card management’s discretion to decide the case in the most appropriate manner.
 SSS, TIN, Philhealth and HDMF #
A transfer to another position within the company may also require another
period of probation and recommendation coming from the Immediate
On the first day of work, the employee is assisted by the HR Officer for the new Supervisor.
hires orientation. Among the things to be discussed will be this handbook,
managerial style, office procedures, specific job requirements and expectations
and the other policies of the company (e.g. compensation, benefits, receiving REGULARIZATION
and releasing of goods, travel).
You become regular employee if have successfully completed your probationary
period and if you have satisfactorily met the standards and requirements of the
company. If your performance is found to be at least satisfactory, you shall be
The first process will be the signing of contract from probationary for about 5
informed the writing about the confirmation of your regular employment with
months. Evaluation will be conducted right after 4 months upon probationary

the company. The date of the change from probationary to regular employment Mandated 30 days of turned over upon the date of resignation. This is to
shall be stated in the letter. train properly the personnel who will take over the work load you are about to
leave.
EXEMPT EMPLOYEES
You shall undergo the following standard exit procedure:
Exempt employees are employees whose job assignments meet the legal
requirements for overtime exemption. These employees are not eligible for  Clearance form will be released to you the day after your last day of
overtime pay. work within office hour.
Our exempt employees are those who assume the position below:  You may claim the Clearance form from the HR Office.
 Comptroller – if available The following documents must be surrendered to HR Officer to claim the
 Accounting Head clearance form are:
 Audit Officer – if available
 Human Resources Officer  Company ID
 Administrative Officer  Locker Keys
 SSD – Director  Motorcycle or any Vehicle Keys
 Operations Officer  Door Keys or Office Keys
 All other employee as determined by the management  Issued Cellular Phone with complete accessories and SIM Card
 All Clients Contact Number (COMPANY CLIENTS)
 All Important Documents
NON-EXEMPT EMPLOYEES  Pay Card with Latest PIN CODE
 Computer Password
Non-exempt employees are employees to receive overtime pay.  Handbook
Our exempt employees are those who assume the positions other than stated You need to have the clearance signed by the following officers / personnel:
exempted employees above.
 Immediate Superior
 Logistic Officer
SEPARATION
 Inventory Incharge
 Accounting Head
Resignation  Operations Officer
If you wish to resign, you are required to submit a resignation letter addressed to  Admin Officer
your Immediate Supervisor and HR Officer at least 30 days before the effectivity  SSD Director
of your resignation. The resignation must be submitted to HR Officer.  HR Officer
Note:

Resigned employees must have their clearance signed by the above The regular working hours in Tactical Security Agency, Inc. will be 8:30am –
officers/personnel within their duty hours or during office hours. 6:00pm from Mondays to Fridays and 8:30am to 12:30pm every Saturdays for
ADMIN, Accounting department and HR department only.
Submit the duly accomplished clearance form to HR Officer. The clearance form
The Operations Team had lot of time slot depending on their routine. The
will be forwarded to the following officers for final clearance:
Recruitment staff will be 8:00am – 5:00pm and the Recruitment Officer will be
9:00am – 6:00pm from Mondays to Saturdays. The Inspectorate Team will
 General Manager
automatically render 10 hours a day with their shifting colleague and the
 President / CEO
company will be expecting them to operate anytime since their 1-hour break is
paid by the company. To minimized the overtime consumption, strictly no
Exit interview will be conducted by the HR Officer upon your submission of
extended overtime and let the unfinished work turned over to the shiftee for
accomplished Clearance form.
them to finish the transaction.
Your last pay (covering the 1 payroll cut off) shall be withheld and released You must work when scheduled. Inspectorate Head may affix different working
fifteen days (15) days after submission of the duly accomplished clearance form. hours for his department but strictly 10 hours only and no extended overtime
Actual release of last pay check by the accounting office will be on the nearest with the President’s or General Manager’s approval and are authorized to give
Saturday after the 15th day of submission of the clearance form. necessary assignments during the lunch period to ensure the continuity of work
and services.
In cases that your resignation is effective immediately or is not within the There is a 15-minute break in the morning and another in the afternoon will be
allowed 30 days’ notice, your last pay (covering the 1 payroll cut off) shall be given to the employees and strictly 1 hour for lunch break. No early lunch break
withheld and released sixty (60) days after submission of the duly accomplished will be authorized not unless there is some certain emergency transactions. This
clearance form. Actual released of last pay check by the accounting office will be break time is determined by the respective Department Heads in coordination
on the nearest Saturday after the 60 th day of submission of the clearance form. with the HR Officer.
Unless otherwise approved by the management, resigned employees are not

permitted to enter the premises of the company, even as a client / guest, within
90 days after submission of the clearance form.
Timekeeping
Unless officially exempted, all personnel shall use the Biometrics or Bundy Clock
to register their time of arrival, lunch break and departure.
CONDITIONS OF WORK
A 15-minute or shorter interval between ‘lunch out’ and ‘lunch in’ is strictly
prohibited especially for office-based employees.
For offices who use Bundy clock, time cards may not be taken out of the rack
Work Schedule unless when punching in or out. ‘Bundying’ for another employee shall be
subject to disciplinary action including termination. Alterations or entries in the

DTR other than the Bundy Clock print shall be shown and countersigned by the his/her workstation on a regular working day later than the official time shall be
guard on duty, direct supervisor and HR Officer for validation, whoever can attest tardy for that day.
that the employee was at work.
Every late and undertime receive salary deductions equivalent to the number of
More Than 3 Tardy Days in One (1) Payroll Period minutes of their delay and undertime.
1st Offense Oral Reprimand
2nd Offense 1st Written Warning
3rd Offense Final Written Warning
4th Offense 3 Days Suspension
5th Offense 5 Days Suspension
th
6 Offense 7 Days Suspension
7th Offense Subject to review for termination
Employees who perform field assignments will still time in at the start of the day
or upon arrival in the office.
To monitor the workmanship of employees whose job requires them to leave the
company premises, itineraries are to be completed. These itineraries are checked
by the department heads and verified by the HR Officer.
For Inspectors in there inspected area, Inspection Forms are needed right after Habitual tardiness will lead to suspension under the penalty provision. A penalty
their inspections and should be check by the Operations Officer and counter of suspension will disqualify the employees for any promotion within one (1)
check by the SSD Director year from the last day of suspension.
Those on official field work whose assignments are covered by a Travel Reporting to work (1) hour late without notice and without valid reason is
Assignment Order (TAO) are exempted from the rules governing the use of considered as ABSENT. Notices for late duty to the immediate superior must be
atleast thirty (30) minutes before duty hours. Tardiness are classified as Habitual
or Ordinary. Being tardy or late atleast three (3) instances in one (1) payroll
biometrics / Bundy clock but still obliged to time in upon arrival from travel with regardless of the number of minutes is considered as Habitual. Ordinary are
in the office. A copy of the TAO will instead, be sent to the HR Officer for those that do not fall under the Habitual description. Habitual will be dealt with
verification. accordingly.
Tardiness
Employees shall follow the official time set for his/her shift in reporting for and
leaving from work. An employee, who are late for no valid reason arrives at

Manager or President at least 1 week before the vacation date. For emergency
cases, the employee has to inform the Department Head and HR Officer at least
two hours before his/her work schedule. Events considered ‘emergency’ include
Grace period is five (5) minutes. This scheme will be followed for employees illness, hospitalization and accident. Other than that, no Leave will be
coming in after the regular time in. Meaning, there will be no certain deduction considered.
before five (5) minutes late but still subject for the penalty stated above.
Absence due to sickness for two or more than two (2) days shall require a
For predetermined and important non-work related appointments which can medical certificate.
cause an employee to be tardy, he/she should complete the under time slip at
An employee who is absent from work because of compelling reason/s other
least a day before. If the employee can report earlier than expected, the DTR
than emergency cases as herein defined, shall notify his superior of his absence
entry will take preference.
and of the reason/s thereof within the twenty-four (24) hours from the first date
of absence. In cases where this is not possible, the employee shall at the earliest
possible time notify his/her direct superior and HR officer regarding his/her
Under time whereabouts and of the reason/s as well as the failure to comply with the 24-
hour notice requirement first above mentioned.
Absences without the approval are considered as AWOL – Absence Without
You must fill up an “undertime request form”. This must be duly filled up Official Leave. You are AWOL when:
“undertime slip” pre-approved by the HR Officer for validity of reason. Have the
“undertime form” approved by the Immediate Supervisor for work schedule &  Did not notify the HR Officer of your absence. Notification must be
availability of replacement. done not later than (2) hours of your work schedule.
Under time slips should be duly signed by the direct superior and submitted to  Absent despite knowledge that the vacation leave is DISAPPROVED.
the HR officer 2 hours before the time of departure except for emergencies.  Continue to be absent after expiration of previously approved leave
Failure to follow the above policies on undertime and tardiness will mean NO request and does not give the notification required.
PAY for the said day of undertime or tardiness and shall be dealt accordingly. Employee who cannot time in the next day unless he/she has spoken with the HR
Officer. He / She will have to wait for as long as it takes until the HR Officer
becomes available to give the excuse slip and speak with the employee.
Absences In accordance with the law, an employee who is Absent before and after the
Official Holiday will not be considered eligible to receive a holiday premium
pay. However, those employees who filed atleast one (1) week ahead before the
Every employee shall accomplish an application for leave form approved by the Holiday with the approval of the management, it is the management’s discretion
direct to decide if it is allowable or not. This is to ensure that the operation will not be
Absence of 2 Days or More in One (1) Payroll Period supervisor,
compromised on its transactions.
HR with Non-Emergency Period Officer,
1st Offense Written Warning General
2nd Offense 3 Days Suspension
3rd Offense 5 Days Suspension
4th Offense 7 Days Suspension HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp15
5th Offense Subject to review for termination
overtime pay or to work overtime unless approved by the President or General
Manager. If there is an instances that overtime really occurs, offset of schedule
will be implemented atleast 2 hours of excess from the 8 hours of duty.
Employees are not allowed to work overtime to compensate for tardiness
without prior approval from the Management.
The department head will secure an overtime request form from the HR
2 Days Absence Without Leave, Medical Certificate or department if it is necessary.
Prescription (AWOL) Overtime requests should contain the signature of the employees who will
render overtime before 12NN on the day of they intend to work overtime with
1st Offense Termination the approval of the General Manager and verify first by the HR Officer.
This form shall be endorsed by the requesting personnel to the HR Officer for
verification and to the President or General Manager for approval.
Official Business (OB) If the circumstance did not allow it, the duly signed overtime request should be
submitted to the HR officer not later than 10:00AM the morning after. This is
Official Business refers to official appointments or representation in behalf of the to eliminate delays during payroll cutoffs.
company outside the company premises. This includes representing the Overtime requests not submitted by the head to the HR department or
company in meetings and other requests by the immediate heads in any individual overtime slips not attached to the DTR after the cut off (every 10th
company transactions only. and 25th of the month) will not be included in the payroll. Please be reminded
An employee who has an official appointment outside the company premises is that all OVERTIME FORM must be pre-signed by all signatory.
obliged to fill up an OBF or Official Business Form coming from the HR Officer. An
OBF indicating the destination, purpose, estimated time of departure from and
arrival at the office and approval of the direct supervisor and HR Officer is Offset time
necessary when going out of the company premises.
Strictly no exemption. This can also be used in lieu of missed time in and out. The process of reducing the amount of leave applied to one absence based on
Failure to follow the above policies on OFFICIAL BUSINESS means NO PAY for the hours worked in excess of the regular work schedule within the
said day of transaction outside the company premises and shall be dealt employee's overtime period. Instead of giving an overtime, offset time will take
accordingly. place to minimized the number of overtime and leave. This should have an
approval of the direct superior and HR Officer.
Overtime
Mandatory Departmental Meeting
ADMIN, Accounting Department and HR department are not entitled to

Every department will have scheduled weekly or monthly meetings wherein An employee not wearing the prescribed uniform will not be allowed to enter at
attendance is mandatory. The schedule and agenda of each departmental the gate leading into the company premises. He/she will be automatically
meeting will be announce at least 5 (5) days in advance. Schedules may be marked as absent.
adjusted by supervisors wherein the BOD level may not allow time for the said
Female employees may wear maternity dress during the period of maternity or
meeting or has an emergency meeting with the other company. Adjusted
any appropriate dress when pregnant. Male employees are not allowed to wear
schedules must announce atleast twenty-four (24) hours before re-schedule
earrings and tattered jeans.
time.
Department Heads or the Key Personnel shall meet once a week before the BOD
meeting done with the minutes of the meeting. Slippers are not allowed within the company premises unless with permission
from the management.
Absences and tardiness on these meetings will be dealt accordingly base on the
sanction stated in Code of Discipline.
Employees may not wear the prescribed uniform when on field (covered by
TAO), during calamity occurs whether typhoon signal number three (3) is hoisted
Workplace Attire in the area where the workplace is located. Nevertheless, the employees shall
wear clothes befitting their respective ranks and positions in the company.
Dress, grooming and cleanliness contribute to the image that Tactical Security Wearing of uniform outside the Company premises for personal affairs is
Agency, Incorporated aims to associate with. Appearance matters, that is a fact. allowed; however, it is discourage. Please be very mindful of your actions and
In coming to work, all personnel are expected to look their best, appropriate at behavior when you are in your uniform.
the very least.
Those who are provided with office or work uniform shall wear the Company All employees are prohibited from wearing work uniform while engaging in
uniform, polo shirts with different colors depending on the day code and should activities that could damage the professional image of the Company.
have a formal pants and appropriate shoes.
All staff who worked with the company shall be provided with office uniforms.
Unless authorized by the company, all employees are strictly prohibited from
Prescribed uniforms shall be worn from Mondays to Fridays. Saturdays are wearing company uniforms to events and/or establishments where alcohol is
considered wash day. This will be worn upon entering the company premises served. Events, include, but are not limited to parties, family gatherings,
within office hours. corporate events, reunions, festival and fiestas. Venues include, but are not
During Saturdays, employees should be attired in ‘business casual’ clothing. At limited to, restaurant, restobars, clubs and lounges.
no time are you permitted to wear sleeveless, slippers, tattered jeans and skimpy
shorts or skirt.
The Company Identification Card is part of the uniform. The Company ID shall
You are also not permitted to wear any attire that has slogans, words or pictures look like this:
that would be considered offensive to another person.

All employees
 Prescribed Uniform per department
 Clean cut hair cut for male
 Close shoes are required, strictly no slippers allowed
 Moustaches and beard are not allowed
 Company ID
Fingernails must be short, clean and light colored. Hair must be in shades of
black or brown. Ladies make up and accessories should be professional and
business like looking. Heavy loud colored make-up and dangling over-fashioned
colored jewelry are not allowed.
COMMUNICATIONS AND EMPLOYEE ADVISORY

BOARD
FRONT LAY OUT BACK LAY OUT

The company has set grand goals for itself. We can execute our mission
successfully and reach our vision proficiently through effective communication.
Company IDs will be issued to Tactical Security Agency, Incorporated employees
only. ID numbers will be monitored and documented by the HR Officer. In the Meetings are called by the BOARD OF DIRECTORS or department heads in
same way, only the HR Officer is authorized to issue the official Tactical Security discussing forthcoming problems and possible solutions. The management may
Company ID’s. require the employees to render overtime or stoppage of operations for these
meetings.
If lost, the employee should notify the HR officer immediately so that the
incident can be fully attended. You are required to submit an Affidavit of Loss To save time and effort, an Employment Advisory Board shall be displayed at HR
and pay for the cost of ID cards before he/she is refurnished with a new one. office on the office memo board. This is where the HR Officer will post important
and urgent announcements and advisories or the HR Officer will the
memorandum and let all employee to sign those memoranda for the awareness
Proper Grooming of the advisory.
It is the obligation of every employee to daily read through the posts of the
All employees must be in proper grooming before logging-in. improper grooming board and to sign some posted documents after reading them.
is not allowed while on duty. Each must follow to the following grooming Only those assuming the following positions are allowed to post and remove
guidelines. items on the Noticeboard:

 President / CEO - Proper use of toilet facilities shall be observed at all times and there
 General Manager should be an effort to maintain their cleanliness. Nothing should be
 SSD Director thrown in the urinals.
 SSD Administration
- Writing on the walls and unnecessary posted papers on the wall shall be
 Accounting Head
avoided; vandalism is subject to strict disciplinary action.
 Operations Officer
 HR Officer - While Management allows employees to have working breaks and/or
take meals or coffee breaks in their work stations, however, everyone is
Officers who wish to post important announcements must endorse the printed
responsible for cleaning up any mess or leftovers through proper
announcement to HR Officer.
disposal of garbage. All used utensils like spoon/fork, plates, food
All other employees are prohibited are prohibited from posting or removing any containers, cups/mugs/glasses MUST be washed and kept well to
material on Noticeboard, unless instructed by any of the employees above. prevent influx of insects in the office. Strictly no meal utensils allowed
in the office after use.
- Smoking is strictly banned inside the offices. Tact and discretion shall be
exercised in requesting visitors and customers to comply with that
COMPANY PROPERTY restriction. Employees caught smoking inside the office will be given a
written warning and a fine of Php1,000.00. There is a certain place for
smoke and keep your cigarette buts on the garbage can.
- Trash should be thrown on the wastebaskets. Confidential materials
Cleanliness shall be tear off into small and tiny pieces before being disposed.
Littering will sanction accordingly with 3 days’ suspension if done in the
company parking lot.
The company employs utility man to maintain the cleanliness of the company
premises. Nevertheless, all personnel including the guard on duty must exert - Proper filing of documents should observe properly to keep the office
effort to help keep the company premises clean and sanitary at all times, clean and presentable.
especially by observing proper use of facilities and receptacle provided for.
Employees shall observe proper hygiene and sanitary habits at all times. Office Equipment’s
Everyday, department heads will rove around their individual offices to check if
the employees are keeping their areas clean. Those who unsatisfactorily kept The company needs to safeguard all Company property, capital assets and
their area clean will receive notices; inaction to these reminders will mean supplies by ensuring that everything assigned to you is returned and accounted
insubordination. for in approximately the same condition as the time when you have received
- Spitting on walls or on the floor shall completely be avoided. these assets and supplies (except for ordinary wear and tear). These should be
returned BEFORE and effective date of your separation from the Company

Computer, computer files, internet and software provided to employees are replenished. Claiming and requesting of these supplies will be thoroughly
company property intended for official business use only. This also holds true monitored by the purchaser.
with the mobile phones, post-paid sim packs and sun cellular loads furnished by
These supplies are to be used for company-related activities only. Employees are
the company. Other gadgets such as printers, copier, and company camera are
not allowed to bring them outside the office.
also available. Especially when using the computer of another person, you are
not allowed to access any file, alter passwords or retrieve any stored information
without permission from the owner. If you wish to lock your files or folders with Supplies For Security Guard’s Equipment
passwords, please disclose all of these passwords to the HR Officer for security
purpose of the company. The Tactical Security Agency, Inc., will provide the necessary equipment needed
To ensure compliance with this policy, the management together with HR Officer by the newly hired Security. This is to ensure that before the deployment of the
may randomly audit the computer and internet usage without prior notice to Security Guards, they are already complete with their paraphernalia’s.
you. The Company agreed that there will be a profit sharing of the supplied items at the
Strictly no movie files and games file on the provided computer. Failure to follow end of the year and this can be called COOPERATIVE.
the policy will be dealt accordingly. Each items (handcuffs, belt, shoes, flashlight and patches) are all provided with
Furthermore, these facilities are not to be used in ways that are morally Tactical Security Agency, Inc. but ensuring that atleast there is 10% additional rate
disruptive and offensive to others or that violate Tactical Security Agency’s policy of each items. The total sum up profit of all items will be divided 50/50 between
regarding harassment of any nature. the employee and Tactical Security Agency, Inc. Incase of losses or variance of the
items, it will be automatically deducted to the concern employee who is
responsible for the variances.
Air-conditioning and lights
Computation Sample:
These facilities shall be turned on every 8:30 in the morning and turn off every Each Item X 10% (total annual profit)
6:00 in the evening at the Accounting, ADMIN and HRD and Operations offices 2
for air conditioner regardless of extended hours. Operation offices shall be turn = 50 % Tactical Security Agency Share
on at 8:30am and off at 6:00pm due to different time slot they have and they will = 50% Employee Share
be operating 24/7. The lights must automatically off if there is no transaction in
the certain office.
Company Vehicle
Office Supplies
Company vehicles are assigned to a specific department, to specific employee
and to a specific driver. Although it is greatly encouraged that all employees
Every department will submit a list of the office supplies every quarter to the should coordinate with the logistics head and with each other to save fuel and
purchaser indicating the supplies that need to be canvassed and purchased or minimize total travel time of drivers, drivers are not allowed to drive the vehicle

assigned to another to avoid the passage of liability. This is also to minimize The aforementioned are company-owned because people were hired to produce
damages. Each employee has to follow their scheduled day of using the vehicles. this for Tactical Security Agency, Inc. hence ownership, copyright, intellectual
rights are automatically assigned to the company.
We have the appoint person to process the registration and other documents
(for legal compliance) in all vehicles. Our collector can process everything at Employees in critical positions in as much as confidential data are concerned
once. The user of the vehicle also obliged to clean and ensure that the vehicle is shall sign a separate more elaborated Non-disclosure and Non-Competition
in good condition, they can do the initial repair attempts. Each driver notifies the Agreement Form. These positions include managerial positions, accounting head,
logistic head for the consumable parts, necessities and repairs for the vehicles. purchasers and operations heads.
Furthermore, the Logistic head shall see to it that the above mentioned Tactical Security Agency, Inc. finds these documents and the implementation of
responsibilities are done promptly by the drivers. their content important because information, company goals and strategies and
contacts are not the only important factors for success. The company’s
competitive advantage can be exclusivity (having what others don’t) and being
Note: able to make the first move. Disclosing this information may cause harm,
All vehicle keys should be turn over to the vehicle controller or the guard on damage or loss to the company.
duty. This is to ensure that the vehicles are properly turned over before leaving Hence noncompliance has a respective disciplinary action, even termination. This
at work. applies even if the party whom you disclosed the information to does not
actually benefit from the disclosed information.
Email Accounts
STRATEGY AND CONFIDENTIAL
INFORMATION The Tactical Security Agency, Inc. provided an official email which is the
tactical.cebu@gmail.com for the prompt response of our clients. Only those
concern personnel are allowed to access the email. The SSD Director, SSD
Administration, Accounting Head, Operations Officer and HR Officer are allowed
The employment contract includes confidentiality clauses, that any information, to operate the email provided by the company. This is to maintain the
development, ideas, potential and existing marketing relationships, research, confidentiality between the concern of the clients and the prompt response of
financial information, service strategies for security agency services, know-how, our personnel to our clients.
trade secrets, discoveries, improvements, modifications, technology, contacts,
clients and designs made, conceived, expressed, developed or practiced by the Those personnel who tend to response the email will be held fully accountable
employees related with the company shall remain the property of Tactical for any statement or information you responded to the clients.
Security Agency, Inc. The company has the right to monitor or inspect all email without a prior notice.
Social Media Accounts

the results of the evaluation one-on-one, identifying weaknesses and strengths,
For as long as he/she is connected with the company, an employee is not constructively looking for ways to improve work performance and achieve goals.
allowed to display inappropriate, proactive or immoral photos/videos of himself
On the other hand, the President, General Manager or HR Officer will do the
/herself for public viewing on any publishing media such as advertising one-on-one performance appraisal evaluation for the officers or department
campaigns and/or social networking sites including, but not limited to, Facebook, heads.
Twitter, Instagram, Youtube, or Blogs. Any employee who knows any malicious
After every quarter, all evaluation is assessed by the HR officer to determine
post against the company must report to the HR Officer for investigation.
urgency and root of each problem through stream analysis.
Posting of negative comments about the Agency or any employee presently
Any form of discrimination based on factors such as race, color, religion or creed,
connected with the Agency will be dealt accordingly and five (5) days suspension
place of origin, gender, age, educational attainment, disability or handicap is
will be taken part of.
strictly prohibited.
Any qualified employee with a disability who needs reasonable consideration in
order to perform the essential functions of his or her job should make a request
for such consideration as soon as the need for it becomes known. In order to
assure the request is understood and given appropriate consideration, the
PERFORMANCE request should be put in writing and given to the HR Officer.
APPRAISAL Employees are required at all times to perform their responsibilities and conduct
themselves at work in a manner that is appropriate, professional, responsible,
respectful and satisfactory. This Agency holds its employees to very high
The Company recognizes and appreciates hard work, commitment, talent, standards to ensure excellence in all aspects of its operations.
loyalty, team playing and exceptional performance. We want reward growth and
improvement in the work performance. All Department Heads in every
department are encouraged to discuss the job descriptions, responsibilities and
expectations from every employee. The department heads are to set a pre-
determined performance appraisal scheme that reliably and validly measures SALARY
work performance of every employee based on their job descriptions. ADMINISTRATION
A 360 performance appraisal is done every quarter. This type of evaluation can
measure performance of employee according to the employee himself/herself,
to the direct supervisor, and to the subordinates of the position, if any.
All employees are directed to keep with utmost confidentiality the results of the Cut-Off Period.
performance appraisal. The HR officer will collate each employee’s performance
appraisal to get the summary. The summary of each employee will be distributed
accordingly to the direct superior of each employee. These officers will discuss

th
Pay will be made twice a month, 15 and 30. Cut-off period for payroll is on the 10
and 25th of every month. This will give ample time for the Human Resources and Leave Incentives
Accounting Department to process the payroll. All attendance forms such as Leave,
Under time, Overtime, Official-Business Forms, Offset forms and Travel Assignment
Order Form (TAO) shall be submitted on or before the cut-off period. Failure to All regular employees who have been with the company for atleast six (6)
submit the said documents on time will force the HR and Accounting to make the months from the date of hiring with corresponding regularization contract are
necessary adjustments to the next payroll. entitled for 15-days leave with pay.
Your salary will be deposited into your bank account once you receive your ATM
card. For new hires, the pay will be through cash on hand for atleast one month. It is the policy of the company to automatically convert the SICK LEAVE (SL) into
cash. All VACATION LEAVE (VL) must be use before the year end. Strictly no
Individual compensation is a personal and confidential matter. Employees are VACATION LEAVE (VL) will be converted to cash.
not allowed to share this information other than with the Management and
Human Resource Office. Computation for cash conversion of SICK LEAVE (SL) will be as follows:
Daily wage, monthly or fixed wage shall be finalized during job offer and shall be Daily Wage X 7 days for 7 days SICK LEAVE
Daily Wage X 9 days for 9 days SICK LEAVE
UPON YEARS OF TOTAL LEAVE Daily Wage X 10 days for 10 days SICK LEAVE
REGULARIZATION SERVICE VL SL CREDITS Note:
6 MONTHS (UPON 6MONTHS - 3 Computation for cash conversion of SICK LEAVE (SL) will be based on
8 7 15 your daily rate without adding the allocated allowances regardless of monthly or
REGULARIZATION) YEARS
fix rate that the company stipulated on your payroll.
5- 7 YEARS 11 9 20
8 YEARS Here’s the TABLE for the total LEAVE CREDITS:
ONWARDS 15 10 25 Follow the guidelines properly.
agreed between the President, General Manager and candidate.
Application for Vacation Leave (VL) shall be filed at least SEVEN (7) working days
before the target date(s) of leave and submitted for approval to the department
head and HR Officer. For managerial position, HRD shall forward Leave
Application to the President and General Manager for final approval. The Leave
Form shall be returned to the employee concerned as soon as processing for
Government-mandated deductions final approval is accomplished. Payroll In-charge is likewise duly informed.
Human Resources Officer files and monitors leave credits for all employees.
Statutory benefits like Social Security System (SSS), Philippine Health Insurance Immediate leave request not falling under emergency case, shall be treated only
Corporation – Philhealth (PHIC) and Home Development Mutual Fund – PAG-IBIG as an excused absence without pay if approved by the Supervisor.
(HDMF) shall be given right after signing of contract for employment including
the holiday pay.

In no case shall leave application be entertained immediately before or after a
holiday unless allowed by the supervisor and approved by the HR Officer and 1. HR Officer (for allowed number of days Leave)
the Management. 2. Immediate Supervisor (for work schedule and availability replacement)
Any employee who goes on leave without complying this requirement shall be It should be noted that UNAUTHORIZED LEAVE, even without pay, are still
placed on AWOL status and will be without pay. Also, an employee who insists subject to disciplinary actions.
to go on a disapproved leave shall be sanctioned for Insubordination.
Cash advance payments
Sick Leave
All regular employees who have been with the company for atleast six (6) Cash advances are only allowed for hospitalization or death of primary family
months from the date of hiring with corresponding regularization contract are members of employees who have been employed for at least 6 months upon
entitled for s leave with pay in accordance to the given table of LEAVE CREDITS in regularization. The cash advance request form shall indicate the amount to be
page 20. deducted per payroll and date of effectivity. This should be monitored by the
payroll incharge for deduction.
In instances that you are sick and cannot report to work, you must speak directly
with HR Officer over the phone. If the HR Officer is not available when you call, Charges
call back. Notices of absences sent through the following means are considered
UNACCEPTABLE AND INVALID:
Charge slips are presented to employees concerned. They shall sign as conforme
and these are documented in their individual ledgers. Nevertheless, the
 Text Message
management conducts investigations before charging any employee to ensure
 Email or other forms of online communication
fairness in implementing the correct amount of deduction to the right person.
 Written notices or letter left on desk
 Leaving a message through a fellow employee
Every year the management will evaluate, amend if necessary, the compensation
policy and the salary structure of the company. This discussion will be
In case you cannot report to work on the date you expected you get well,
participated by the BOARD OF DIRECTORS and Department Heads and HR
inform/notify the HR Officer of the extended days of absence. Be reminded that
Officer.
you must speak directly to the HR Officer. HR Officer will coordinate with your
Immediate Supervisor and contact you again for confirmation.
PROGRESSIVE DISCIPLINE
Upon returning back to duty, you must report to HR Officer an hour before duty.
HR Officer shall then require you to accomplish the APPLICATION FOR LEAVE OF
PROGRAM
ABSENCE form. For absences of two (2) days or more, the Medical Certificate
must be attached to the form. Leave of Absence must be approved by the When employees do not reach the company’s standards of work performance
authorized personnel in the following order: or commit a violation of the company code of conduct, he/she will face

disciplinary actions. Disciplinary actions are directed towards correcting For recommended termination of certain employees, due process shall be
inappropriate behavior. These give opportunities for employees to realize and followed before finalizing the termination. There shall be an unbiased
reflect on the unacceptable behaviors. investigation of the situation, reasonable and objective grounds and an
opportunity for the employee to be heard though the administrative hearing.
Please refer to the attached code of conduct; the company intends to
The employee will be duly informed about the final decision of the company
implement these objectively and consistently. Although, violations that are
regarding his/her termination. Terminated employees may or may not be
serious enough to merit suspension or termination should be implemented
required by the company to give the thirty days.
with the approval of the President and General Manager.
On both accounts, the employee shall complete a clearance form and quitclaim
Even if the code of conduct has set a corrective action scheme per infraction,
waiver. This shall be done to audit if the employee has no accountability and to
the management shall always start with a memorandum requesting the
ensure proper turnover of all assets furnished to the employee. For positions
employee to put into writing the reason behind the violation. This will be
such as Managers, Accounting Head, Operation Head and Officers, separated
evaluated by the management together with the HR Officer whether the
employees are not to work for, own, invest in, direct or aid any company or
corrective action indicate in the code of conduct shall be adhered to.
person engaged in competition with the company. By competition we mean
entity which solicits business, performs services or delivers goods that are
competitive to the Company. There shall also be an exit interview with the HR
TERMINATION OF Officer to gain feedback from employees in order to improve aspects of the
organization, better retain employees, and reduce turnover.
EMPLOYMENT
MISCELLANEOUS
Unfortunately, there are times when we have to part ways with some of you for
certain reasons. No matter what they are, the management sees to it that we
PROVISIONS
part ways with our mutual respect and good relationship intact.
For voluntary exits, the resignation letter should be submitted by the employee
personally to the HR Officer and cc it the President and General Manager. The HR Business Expenses
Officer will talk to the employee first to discuss about the reason behind the
resignation and issues of the employment, afterwards if the President and Funds acquired from the cashier’s petty cash should be liquidated after 24 hours.
General Manager required to talk the employee then they will also be given time All billings should be forwarded to the office for payment.
to discuss on the same issues. The employee will then be given ample time to Travel allowances are to be liquidated within 48 hours from arrival in the office.
choose between continuing or terminating employment with Tactical Security
Agency, Inc. The employee shall be required to give the company thirty (30) days
for endorsement and proper turnover to the substitute/replacement before the Telephone Usage
separation becomes implemented. As much as possible, telephones are to be used for official purposes only. Private
calls shall not be more than three (3) minutes.

 Finally, end the conversation politely. Don’t forget to say ‘Thank you’
and ‘goodbye’. Replace the receiver gently.
Telephone etiquette
 Answer the phone with courtesy. Be professional and warm and
always sound interested. Visitors
 Identify yourself. Give your name and your department whether
you’re the caller or not. Officers and department heads may receive visitors in their respective offices. All
 Politely ask who is on the other line and who the call is for. the other employees shall receive and entertain their visitors in the guard house
 Connect the call top the respective department that the recipient is provided for.
in. Make sure you’ve asked the caller their intent of calling. If you
are not sure who to forward the call to, ask the caller to hold the Security guards manning the gates are given instructions to:
line for a moment, cover the mouthpiece and ask someone. Don’t
let him/her wait for too long, forward the call to the HR Office if you - To politely screen all incoming visitors
are still not sure. - To register the visitor’s name, the purpose of the visit, and the name of
 Minimize the number of times they are transferred from one line to the employee that the caller wishes to see
another. Offer to assist the caller in any way you can. - To courteously ask them to stay in the waiting area or escort them around
 When the intent of the caller is not around, give the caller a definite the office if necessary
time when to call again. Better yet, offer to take the message. Ask for - To call the employee concerned by intercom and direct the visitor
their name, company and contact details and ensure them that you
accordingly.
will inform the person concerned. Immediately forward this
information to the employee concerned so he/she may return the
call as soon as possible.
 Leave word when leaving your desk or office. Have someone nearby
Package Control
to answer your phone during your absence.
If the caller is looking for the President, obligatorily ask for the
For security reasons and to eliminate the practice of bringing in and selling
purpose of the said call. If it is for business purposes, politely ask if
merchandise inside the company premises, a package control system shall be
he/she could reconsider talking with the secretary first. If the
employed with the following provisions:
purpose is that of a personal matter, then consider connecting the
call to the President.
- Employees will not be allowed to enter into the company premises if they
 After accommodating each caller, especially clients or prospects,
are carrying large packages and/or bags which contain items not
always ask if there is anything else you can help them with.
related/needed in their normal work routine.
 Be polite when you get a wrong –number call (e.g., ‘I’m sorry, but
- Explosive, handguns or any type of firearms of any caliber and any other
you must have dialed the wrong number’ or ‘were you calling
deadly weapons (e.g., knives, ice picks, and brass knuckles) will not be
Tactical Security Agency?’) In that way, you have even advertised the
allowed in the company premises.
Company name.
- Pornographic literature or materials are not to be brought in the office.

Posting or removing of notices, signs or Written Final 3 days 5 days Termination
printed matters on bulletin boards warning written suspension suspension
without permission. warning
- Employees are also not allowed prohibited drugs in whatever form such as Unauthorized use of company vehicle or Written Final 3 days 5 days Termination
equipment warning written suspension suspension
opium, cocaine, marijuana, derivatives, methamphetamine and all warning
preparations made from them, natural or synthetic. Using company time & facilitates for idle Written Final 3 days 5 days Termination
- Solicitors, peddlers and representative for business and merchandise of activities or private business pursuits warning written suspension suspension
firms displaying their products will not be allowed inside the company warning
premises unless with prior approval from the Human Resources Refusal to work overtime without 3 days 5 days Termination
justifiable cause where such refusal will suspension suspension
Department. result in serious loss on the part of the
- A gate pass is required from any employee desiring to bring out any company
property, whether personal or company remedy from the premises of Willful damage to or unauthorized 3 days 5 days Termination
the company. removal/stealing of property /personal suspension suspension
- In receiving items especially from suppliers, the employees have to belonging of the company or belonging to
another employee
diligently check each item compared with the document (e.g., PO/DR)
Deliberate and intentional destruction. Termination
for exactness and quality check. They are not to affix their signature or
Sabotage of company property: security
release the payment unless all is checked. equipment and materials
- Conflict of Interest and Engaging of Personal Transactions with in Spreading false, vicious and malicious 3 days 5 days Termination
the Company premises is highly prohibited by the management. statement concerning any employee, suspension suspension
superior, the company or its service(s) that
may damage the company. This includes
rumors of no statutory remittances,
company closure and loss of clients.
Disclosure of confidential data (e.g., trade Termination
secrets or classified information) to any
COMPANY CODE OF unauthorized person
CONDUCT Using fraudulent representative to secure

and obtain management approval for
Termination
legitimate or illegitimate transactions

Furnishing one’s company ID card to non- Termination
authorized person to provide access to
company premises
OFFENSES AGAINST COMPANY PROPERTY Substituting company materials or Termination
equipment with another of quality or
lesser value
Failure to turn in collected money (cash or Termination
1st offense 2nd offense 3rd offense 4th offense 5th offense check) within prescribed period

Falsification of personnel, medical and Termination e.) Abandonment of Work- Failure to report for mail), report
other company records work or absence w/o valid or justifiable to DOLE Asap 30days
reasons & clear intention to sever the Stern 1-3days 15days suspension
Stealing of materials or equipment from Termination warning suspension 6days suspension leading to
employer-employee relationship.
the company f.) Failure to return tools, equipment, suspension Termination
Misappropriation of funds and materials Termination instrument or other company property at the Salary Termination
from the company end of shift/projects, or as soon as the job or Salary deduction/or Salary and full
the use of the said items or properties is deduction/or replacement deduction/ payment for
finished. replacement / repair cost or the loss or
/ repair cost and 15days replacemen damage
BEHAVIORAL OFFENSES a.) If no loss or damage occurred:
& 3-6days suspension t and items.
suspension. 30days
suspension
1st 2nd 3rd 4th 5th b.) If loss or damage occurred:

offense offense offense offense offense
More than 3 tardy days in 1 payroll period Written 3 days 5 days 7 days Termination
warning suspension suspension suspension
Neglect of Duty: Negligence; Neglect of duty, 6days 14 days’ 1-month Termination
Leaving work before 12NN or 6PM and Written Final written 3 days 5 days Termination
omission & refusal without sufficient excuse, to suspension suspension suspension of
lingering after meal breaks (for warning warning suspension suspension
perform an act or duty, from immediate Leading to employment
superior. a.) Failure to comply what is Dismissal HR/ADMIN/ACCOUNTNG / OPERATIONS
stipulated in your Job Description, Department)
memorandum, company policies & related to For Operations/Inspectorate/ must follow the
work instructions. An act of failing to give due time schedule of in and out
attention, especially to the performance of the Failure to inform the immediate supervisor Written 7 days 15 days Dismissal
task or duty regarding a personal injury/accident arising out warning suspension suspension
b.) Failure to completely comply assigned task & in the course of duty
and had cause the company monetary
Stubborn behavior, discourtesy and Written Final written 3 days 5 days Termination
expenses or otherwise dissatisfaction of our 30 days’ Termination Payment warning warning suspension suspension
uncooperative attitude towards a supervisor
employer/customers/clients for the loss of suspension of for the
trust and confidence from our services/ Absence without leave (AWOL) for 3 Termination
(leading to employment losses,
employees. dismissal) damages, consecutive days
c.) Gross and habitual negligence-any action or etc. Undertaking non-work related activities during Written Final written 3 days 5 days Termination
lack of action resulting in injury to person or work hours for personal business or gain (e.g., warning warning suspension suspension
loss company property. It also implies a want selling of merchandise, using company phone
or absence of or failure to exercise slight care to contact customers )
or diligence or the entire absence of care.
Thoughtless disregard of consequences w/out Coming to work drunk 3 days 5 days Termination
exerting any effort to avoid them. suspension suspension
d.) Misfeasance-is failure committed when the AWOL for Sleeping during duty hours Written 3 days 5 days 7 days Termination
employee fails to closely monitor & control the 3days warning suspension suspension suspension
transactions; whereas, malfeasance happens Malingering, wasting time, loitering or loafing Written Final written 3 days 5 days Termination
when same employee used the company’s during work hour (e.g., engaging in non- warning warning suspension suspension
(send AWOL
properties, equipment & personnel in letter, duly productive talk, frequent trips to the comfort
connection w/ his/her personal business. registered room, overstaying outside after meal break)

Gambling in any form inside company premises Termination superior and the HR officer as to their
at any time whereabouts and probable time of
3 days 5 days Termination return or without OBF
Soliciting donations, selling merchandise or
tickets, lending or loan sharking, circulating suspension suspension Failure to return to work on the 3 days 5 days Termination
petitions or other literature inside the factory appointed time suspension suspension
without the approval from the management.
Repeated failure to register time IN and Written 3 days 5 days Termination
Indecent or immoral behavior, spoken or 7 days 15 days Termination OUT using daily time records warning suspension suspension
written sexually suggestive comments suspension suspension
Signing or logging time records for 3 days 5 days Termination
Drinking alcoholic drinks or taking alcoholic Termination another employee suspension suspension
drinks inside the company 3 days 5 days Termination
Loss of accountable form (e.g., receipt,
Using, processing, distributing or peddling Termination counter receipt) suspension suspension
drugs or reporting to work under the influence 3 days 5 days Termination
Incompetence, consistent failure to
of narcotics
attain required efficiency rating despite suspension suspension
Unauthorized possession of firearms, knives, Termination the trainings given by the company
explosives or other deadly weapons inside the
Failure to promptly submit accountable Marked
company premises absent
documents e.g., daily itinerary for the
Conviction of a crime involving moral Termination collectors and daily transactions for the
turpitude(rape, robbery, acts of lasciviousness) outside office employee
Unauthorized presence of restricted Written Final 3 days 5 days Termination
areas warning written suspension suspension
OFFENSES AGAINST STANDARD OPERATING PROCEDURE warning
Giving false testimony on the occasion 3 days 5 days Termination
of a company investigation suspension suspension
1
st
2nd
3
rd
4
th
5
th
offense offense offense offense offense

Failure to wear prescribed uniform or Written Marked 3 days 5 days Termination
business attire warning absent suspension suspension OFFENSES AGAINST THE OTHER PERSON
Failure to observe good grooming (long Verbal Written 3 days 5 days Termination
hair, wearing inappropriate clothes) warning warning suspension suspension 1st 2nd 3rd
Absence of 2 days or more in 1 payroll Written 3 days 5 days 7 days Termination offense offense offense
period with non-emergency reasons warning suspension suspension suspension
Discourtesy to clients /customers 3 days 5 days Termination
Extending a leave of absence without 3 days 5 days Termination Discourtesy to the applicants specially on security guards suspension suspension
valid cause suspension suspension applicant
Misreporting of reason for sick leave 3 days 5 days Termination Using profane or obscene language in addressing a 3 days 5 days Termination
application. This includes tampering of suspension suspension superior or uttering of vile, provocative language to an suspension suspension
medical certificate and other employee or member of management
documents attached to leave of
Fighting or instigating a fight, inflicting or attempting to Termination
absence forms.
inflict harm upon another for any reason
Abandonment of work station during 3 days 5 days Termination
Sabotage or any effort to delay or impede company 3 days 5 days Termination
work hours without notifying the suspension suspension
transactions or another person from doing his/her job suspension suspension

Threatening, intimidating or coercing fellow employee to 3 days
suspension
5 days
suspension
Termination DISCLAIMER
engage in any act in violation of company rules at any
time and for any reasons
Insubordination or willful disobedience 3 days 5 days Termination
suspension suspension
This handbook does not establish a contract for employment with Tactical Security
Agency, Incorporated either expressed or implied, and Tactical Security Agency,
Inducing another to deliberately refrain from contributing Termination
Incorporated reserves the right at any time to change, delete, or add to any of the
to the achievement of company goals
provisions at its solitary discretion. Furthermore, the provisions of this handbook are
Involving in illegal strike Termination designed by Tactical Security Agency, Incorporated to serve as guidelines rather than
Serious horseplay which results to serious physical injury Termination absolute rules, and exceptions may be made from time to time on the basis of particular
or death circumstances.
Any forms or acts of connivance with other persons to Termination
harass or threaten and intimidate coworkers inside or
outside company premises resulting from work-related
disagreements/problems
Any conflict of interest and engaging of personal business Termination
transactions with in the company premises
CONCLUSION ACKNOWLEDGEMENT
By signing below, I acknowledge and understand the following:

Cooperation and teamwork is our key to success. This handbook will serve as our guide
to synchronize our mind sets and behaviors. We hope that these guidelines are specific,
measurable, achievable, reasonable and time-bound enough to work, enough to bring us
 I have received, read, and understand this employee handbook.
to where we want to go.
 I understand that if I have any questions regarding this handbook, I may ask my
We do not mean to limit our employees, only encourage them to do things the right way. supervisor or management or HR Officer for an explanation.
With the betterment of the employees in mind, we aspire that this handbook be
 This handbook does not create an express or implied contract of employment for
implemented objectively and consistently. We will need your help. First we ask that you
me or for anyone else.
comply, second we ask that you make us aware violations or conduct of other employees
not in accordance with the provisions of this handbook. You can approach your  Any statements or understandings that are inconsistent with or contrary to this
HR/Admin so it can be investigated on. handbook will not be effective unless they are in writing and signed on behalf of
Tactical Security Agency, Incorporated by a person authorized to do so.
Again, we aim to develop oneness and coherence in the behavior, attitude and beliefs of
 An employment contract with Tactical Security Agency, Incorporated may be
the employees and management to institute a unified Company identity and stronger
entered into only if it is in writing and signed on behalf of Tactical Security Agency,
company identification
Incorporated by a person authorized to do so.

 I have not relied on any statements or understandings that are different to or  An employment contract with Tactical Security Agency, Incorporated may be
inconsistent with the statements made above or any of the provisions of this entered into only if it is in writing and signed on behalf of Tactical Security Agency,
handbook. Incorporated by a person authorized to do so.
 The contents of this handbook may change from time to time, and Tactical Security  I have not relied on any statements or understandings that are different to or
Agency, Incorporated will use reasonable efforts to communicate the changes. inconsistent with the statements made above or any of the provisions of this
Tactical Security Agency, Incorporated, in its sole discretion, reserves the right to handbook.
make any changes to this handbook, or to terminate it in whole or in part, at any  The contents of this handbook may change from time to time, and Tactical Security
time, with my notice. Agency, Incorporated will use reasonable efforts to communicate the changes.
 This handbook replaces and supersedes all prior handbooks and understandings. Tactical Security Agency, Incorporated, in its sole discretion, reserves the right to
 I have received the handbook, and I understand that it is my responsibility to read make any changes to this handbook, or to terminate it in whole or in part, at any
and comply with the policies contained in this handbook and any revisions made to time, with my notice.
it.  This handbook replaces and supersedes all prior handbooks and understandings.
 I have received the handbook, and I understand that it is my responsibility to read
and comply with the policies contained in this handbook and any revisions made to
______________________________ ___________________________ it.
Employee Date
______________________________ ___________________________
Noted by: Human Resources Officer ______________________________ Employee Date
ACKNOWLEDGEMENT Noted by: Human Resources Officer ______________________________

(Employer’s Copy)
By signing below, I acknowledge and understand the following:
 I have received, read, and understand this employee handbook.

 I understand that if I have any questions regarding this handbook, I may ask my
supervisor or management or HR Officer for an explanation.
 This handbook does not create an express or implied contract of employment for
me or for anyone else.
 Any statements or understandings that are inconsistent with or contrary to this
handbook will not be effective unless they are in writing and signed on behalf of
Tactical Security Agency, Incorporated by a person authorized to do so.

HANDBOOK ON DISCIPLINE FOR SECURITY

GUARDS pp32

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TACTICAL SECURITY AGENCY, INC.

SPO3 REX L. CABRERA, PNP (RET)

TACTICAL SECURITY AGENCY, INC.

APPROVED FOR DISTRIBUTION

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp2

WITH CONSENT FROM

GENERAL CECIL EZRA A. SANDALO RICHARD T. KING

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp3

It is your responsibility to read and understand this Employee Handbook.

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp4

MESSAGE FROM OUR VERY OWN PRESIDENT

I would like to take an opportunity to recognize the dedication,

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp5

JOSEPH V. ALQUIZOLA REGAN RE T. KING

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp6

Some of our Top Private Clients;

 Focus specifically on guard services and high-level consulting, while

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp8

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp9

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp10

 A job offer sheet will be filled up by the President or General Manager,

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp11

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp12

Unless otherwise approved by the management, resigned employees are not

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HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp16

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp17

COMMUNICATIONS AND EMPLOYEE ADVISORY

FRONT LAY OUT BACK LAY OUT

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HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp19

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp20

Social Media Accounts

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HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp22

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp23

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp24

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp25

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp26

CONDUCT Using fraudulent representative to secure

legitimate or illegitimate transactions

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp27

1st 2nd 3rd 4th 5th b.) If loss or damage occurred:

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp28

offense offense offense offense offense

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp29

By signing below, I acknowledge and understand the following:

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp30

ACKNOWLEDGEMENT Noted by: Human Resources Officer ______________________________

By signing below, I acknowledge and understand the following:

 I have received, read, and understand this employee handbook.

HANDBOOK ON DISCIPLINE FOR SECURITY GUARDS pp31

HANDBOOK ON DISCIPLINE FOR SECURITY

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