I.

INTRODUCTION

This Employee Handbook contains information on Company policies,

employee benefits and responsibilities towards achieving and sustaining the
Company’s goals of improved productivity and quality work, while
promoting harmony and teamwork in the workplace.

EMPLOYEES
This, together with the Employees Code of Conduct and Discipline, sets
down clearly the standards of employee conduct and discipline expected
from each and everyone in Company, regardless of rank, position and status.

HANDBOOK
All employees are expected to fully understand and comply with this
Handbook. The Company reserves the right to modify, delete or revise
anytime, in whole or a part, the provisions of this Handbook.

II. APPLICABILITY

Except as may be provided herein, the contents of this Handbook shall

apply to all employees of the Company, regardless of rank, position or
status; while they are within the company premises, or anywhere while
performing duties on official time, or as authorized beyond official time.

Acceptance of employment with the Company is acceptance of all its

policies, rules and regulations.

Mistake of fact or ignorance of the policies, rules and regulations does not
excuse anyone from compliance therewith.

III. MANAGEMENT PREROGATIVE

The Company or its Management reserves the right to:

1. Set the direction of the work force including but not limited to
hiring, enforcing discipline and suspension; performance
evaluation; promotion; lay-off, transfer or relief of employee from
duty because of lack of work or orders, introduction of new and
improved machinery and equipment or just and lawful causes and
the reasons thereof;
2. Plan, direct, supervise and control operations in order to obtain
 reasonable returns on investment; to undertake expansion and
growth projects; plan and strategize operations at minimum costs;
direct the equitable distribution of work but without undue
discrimination among employees;
3. Determine rates of pay and merit increases;
4. Schedule hours of employment and shifting of work force; and
5. Establish rules and regulations governing work in all departments,
sections or offices of the Company.
IV. POLICY ON EMPLOYMENT
A. HIRING
It is the policy of the Company to seek and maintain the best, qualified
persons to implement its manpower requirements. All applicants for
employment shall undergo and pass the screening process, qualifying
examination, interviews and medical examination. It shall at all times and
in the best way possible, hire applicants who have demonstrated:
(i) Competence and fitness for the jobs in the organization; and
(ii) Personal integrity and exemplary moral character.
 Documents Requirements. - All newly hired employees must
submit the following documents to the Human Resources (HR)
Section on or before the first day of employment:
1. One (1) 1x1 and One (1) 2x2 colored pictures with
white background;
2. Birth certificate or Marriage Certificate (original copy
and 4 photocopies);
3. SSS Number (E-1 or print-out of verified SSS number,
original and photocopy);
4. Transcript of Records (original and photocopy);
5. Form 137 (for high school graduates);
6. High School or College Diploma (original and
photocopy);
7. Taxpayer Identification with Number (TIN), if any;
8. Employment Certificate, if any; and
9. Current Income Tax Return-BIR Form 2316, if any
Should there be any important changes in an employee’s personal
information data, he/she must fill up and update the Personnel
Information Sheet from the HR Section. Any misrepresentation,
unjustified, or intentional omission of material facts in an employee’s
personal information data and other documents shall be a ground for
disciplinary action as provided under the Company’s Code of
Discipline.
The Company reserves the right to hire and select its workforce. It shall
avoid accepting for employment applicant/s who has/have a relative or next
of kin already employed in the Company. Next-of-kin shall refer to
parent/s, legal or common-law spouse, brother/s or sister/s, whether of the
full or half blood, children, uncles and aunts, first cousins and all other
relatives within the fourth civil degree of consanguinity (blood) or by
affinity (marriage).
In cases where an incumbent employee marries another incumbent
employee, Management reserves the right to transfer or reassignment one of
them to another department. Provided that, there shall be no diminution of
rank, title, benefits, privileges or entitlement. This policy is enforced by
way of Management Prerogative in order to protect the Company from a
possible conflict of interest or collusion in case of conflict.
B. MISREPRESENTATION OR CONCEALMENT IN THE
APPLICATION LETTER/FORM
All information, statements or documents made and presented by an
applicant in his/her application form have been considered by the
Management in hiring the employee, and all shall be made integral part of
the 201 File of the Employee. Thus, it is expected that all information,
statements or documents provided are true and correct.
Depending on the circumstances, severity and the duration of the
misrepresentation or concealment, the same can be a ground for non-
regularization of the probationary employee or disciplinary action as may
be provided under the Company’s Code of Discipline.
C. EMPLOYMENT
Subject to the provisions of the Labor Code and depending on the nature,
circumstances, requirements and exigencies of the tasks, the Company may be served at the Company’s Batangas Plant. Included in the compensable
hire employees under consultancy, contractual, project or fixed term, or regular work hours are two break period consisting of ten (10) minutes,
probationary or regular employment status. each. Lunch Break consisting of sixty (60) minutes shall not be included in
the compensable regular work hour.
 Contract of Employment. - An employment contract shall be
issued to the newly hired employee, which shall include the terms
and conditions of employment, including but not limited to wages,
hours of work and other employment benefits. It shall likewise Regular Work Shift
include the employee’s acceptance of the company’s rules and Start of Work 8:00 AM
regulations, policies and procedures, performance standards,
confidentiality clause and commitment to the company’s End of Work 5:00 PM
objectives.
Graveyard or Night Shift
 Confidentiality or Disclosure Clause . - During and after Start of Work 8:00 PM
employment, all employees, regardless of rank and position, are End of Work 5:00 AM
obliged not to divulge confidential matters known to them and
handled by them in the course of their employment with the Break Periods for Regular
Company. Work Shift

 Prohibition on Double Employment. - No employee is allowed First Coffee Break (10 minutes) Group A: 10:00 AM to 10:10
to engage in double employment either in his personal capacity or AM Group B: 10:10 AM to
through part-time employment with another company, without the 10:20 AM
prior written consent of the President/Branch Manager.
Lunch Break (1 hour) Group A: 11:30AM – 12:30 PM
Group B: 12:00 NOON to 01:00
V. HOURS OF WORK AND ATTENDANCE Group C: 12:30 PM to 01:30 PM
Second Coffee Break Group A: 3:00 PM to 3:10 PM
The Company shall adhere to the provisions of the Labor Code of the (10 minutes) Group B: 3:10 PM to 3:20 PM
Philippines and its implementing rules and regulations; but shall reserve its
right to exercise its management prerogative, up to the extent allowed by
law, in order to respond to the demands of the business or its operations. Break Periods for
Graveyard/Night Shift
A. REGULAR WORK DAYS First Coffee Break Group A: 10:00 PM to 10:10
PM Group B: 10:10 PM to 10:20
Employees shall have six (6) consecutive regular work days from Monday PM
to Saturday.
Lunch/Midnight Break Group A: 11:30 PM to 12:30
B. REGULAR WORK HOURS AM Group B: 12 MIDNIGHT to 1
AM Group C: 12:30 AM to 1:30
The normal compensable working hours shall be eight (8) hours per day to AM
 Second Coffee Break Group A: 3:00 AM to 3:10 AM
Group B: 3:10 AM to 3:20 AM Procedure for Overtime Work

The Company may change the above schedules depending on the Step 1. – The immediate superior or team leader informs the employee of
exigencies of business operation or canteen conditions. Employees are, the need for overtime work.
however, encouraged to take light snacks during coffee breaks.
Step 2. – The employee fills out an Overtime Authorization Form (FM- HR-
C. REST DAY 003) and seeks approval from the respective Manager. Any overtime work
without prior written authorization shall subject the employee to
As provided by law, the Company grants a rest day to employees which disciplinary action under the Company’s Code of Discipline and payment of
normally falls on Sunday, but reserves the right to change the designated the overtime premium shall depend on the outcome of the investigation
rest day provided that the Company will give due consideration when the conducted by the HR Section.
choice is due to religious reasons.
Step 3. – Employee then files the Overtime Authorization Form with the
D. OVERTIME section staff, who will submit the said form to the HR Section for
arrangement of shuttle service, compensation and security. The HR
Whenever necessary, the Company may require employees to work Section shall encode and validate actual overtime hours rendered by the
additional hours in excess of the normal working hours set forth (eight [8] employee and shall include in the payroll data to be forwarded to the
hours a day) and the extra work hours rendered shall be duly compensated. Payroll Service Provider for proper computation of the overtime payment.
Per Company practice, the overtime has three (3) categories:
Other Conditions on Overtime
a. Early Attendance. An employee is required to start his/her
assigned duty earlier than the normal specified work hour given to a. Overtime payment is included in the bi-monthly payroll;
him/her and to continue the duty until completion of his/her normal b. Attendant condition on overtime is same to that of a regular
work hours. workday. Absence and tardiness in overtime work is handled in
the same manner as absence from a normal work schedule;
b. Overtime. An employee is required to continue his/her duty after c. Offsetting of late or tardiness and absences is not allowed. In this
the end of the normal working hours. When the planned overtime case, the employee shall not be allowed to render or perform
work extends to at least three (3) hours or more, an additional ten overtime work on the same day purposely to offset it to his/her late
(10) minutes break period shall be given. or tardiness.
d. Overtime Break Schedules (according to shifts)
c. Call. An employee is called to perform an assigned or urgent work
for a specific period and task, without necessarily being required to Overtime Schedule Breaktime Schedule
render work on his/her normal work schedule or after the end of 5:00 AM/PM to 8:00 AM/PM 5:00 AM/PM to 5:10 AM/PM
the work for which he/she was called up for. 8:00 AM/PM to 10:00 AM/PM 8:00 AM/PM to 8:10 AM/PM
10:00 AM/PM to 12:00 AM/PM 10:00 AM/PM to 10:10 AM/PM
In either case, any and all employee/s shall not be made to work for
more than twenty (20) hours straight. Thus, an employee may only be
allowed to render overtime work for twelve (12) hours straight after the Overtime Schedule Break time Schedule
eight (8) regular work hours. (Graveyard or Night Shift)
 5:00 AM to 8:00 AM 5:00 AM to 5:10 AM Restrictions on Government Holiday Premium Payments
1. An employee is entitled to a holiday premium provided he has
E. NIGHT SHIFT DUTY worked or reported on the day preceding a holiday or is on a paid
leave of absence.
As a matter of policy, the Company shall prevent business operations at a 2. If an employee is on leave of absence without pay on the day
disadvantage. Thus, Management, through the exercise of its management preceding a regular holiday, he/she is not entitled to holiday pay.
prerogative, has assigned a shifting of employees in some of its 3. Where a holiday is declared during the period of an employee's
Departments. For this purpose, The Company is maintaining employees to paid leave of absence, the equivalent paid leave falling on the
work on a graveyard or night shift, as previously mentioned. holiday shall be credited back to the employee's leave credits.
4. If the day immediately preceding the holiday is a non-working day
F. OFFICIAL HOLIDAYS or the scheduled rest day of an employee, the daily paid employee
shall be entitled to holiday pay, as he/she is not considered to be on
All employees are entitled to their respective regular daily wage for any leave or absent that day.
unworked regular, special, and local holidays, including but not limited to 5. In case of two successive regular holidays, an employee is not
the following: entitled to holiday pay for both holidays if he/she absents
himself/herself from work on the day immediately preceding the
Official Regular Holidays: first holiday, unless he/she works on the first holiday, in which
1. New Year’s Day – January 1 case, he is entitled to holiday pay on the second holiday.
2. Maundy Thursday – movable date
3. Good Friday – movable date G. PREMIUM PAYMENTS
4. Araw ng Kagitingan – April 9
5. Labor Day – May 1 Except employees who are covered by the exemption under the Labor
6. Independence Day – June 12 Code, all employees of the Company shall be entitled to the premium
7. National Heroes Day – last Monday of August payments for extra work done beyond the normal working hours, to wit:
8. Bonifacio Day – November 30
9. Christmas Day – December 25 a) Overtime on a regular work day – an employee required to work
10. Rizal Day – December 30 beyond eight (8) hours on ordinary working days shall be paid an
11. Eid’l Fitr – movable date additional compensation for the overtime work in an amount
12. Eid Al-Adha – movable date equivalent to his regular wage plus twenty-five percent (25%)
thereof.
Special Holidays:
1. Chinese New Year – movable date b) Work on Special Holiday or on Assigned Rest Day not falling
2. Ninoy Aquino Day – August 21 on Regular Holidays – shall be paid with an additional
3. All Saints Day – November 1 compensation as premium pay of not less than thirty percent (30%)
4. Last day of the Year – December 31 of his/her regular wage.
5. National Elections
c) Overtime Work on Special Holiday or on Scheduled Rest Day
Whenever necessary the Company may declare its own holidays subject to not falling on Regular Holidays – shall be paid with an additional
its annual work calendar. compensation for the overtime work equivalent to his/her rate for
the first eight (8) hours.

d) Work on Rest Day/Holiday – additional compensation of at least
thirty percent (30%) of his regular wage. Employee shall only be
entitled to this for work performed on a Sunday only when it is
his/her established rest day.
e) Work on Special Holiday which also falls as Scheduled Rest
Day – shall be entitled to an additional compensation of fifty
percent (50%) of his regular wage.
f) Work on a Regular Holiday – work on a regular holiday, without
exceeding eight (8) hours, shall entitle the employee to a holiday
pay of two hundred percent (200%) of his regular daily wage.
g) Work on a Regular Holiday which also falls as Scheduled Rest
Day – shall entitle the employee to an additional premium pay of
at least thirty (30%) of his regular holiday rate of 200% based on
his regular wage rate.
h) Overtime on Regular Holiday Work – shall entitle the employee
to an additional compensation for the overtime work equivalent to
his/her rate for the first eight (8) hours on such holiday work plus
at least thirty percent (30%) thereof. When the overtime herein
falls on the scheduled rest day of the employee, he/she shall be
paid an additional compensation for the overtime work equivalent
to his regular holiday rest day (200% of his regular daily wage rate
plus 30% thereof) for the first eight (8) hours plus 30% thereof.
i) Night Shift Differential – employee shall be paid a night shift
differential of no less than ten percent (10%) of his regular wage
for each hour of work performed between 10:00 PM to 6:00 AM.
H. ATTENDANCE
It is a Company policy not to hire more people than necessary to meet
business operation requirements. Therefore, good attendance is an
important part of the job.
1. All employees are expected to report for work every day and on
time and should remain in their respective places of assignment as
much as possible, unless their specific task requires them to go to
other section/areas.
2. When an employee cannot report for work because of emergencies,
illness or any other reason, he/she must provide reasonable
notification to his/her immediate superior or HR section before the
start of his/her work shift so that appropriate arrangements can be
made regarding his/her work.
3. Never make false statements concerning absences, tardiness,
undertime and overtime. Attendance is the basis for your wages
and performance evaluation.
4. Frequent or habitual absences and tardiness affect an employee’s
performance and is likewise subject to disciplinary action, as
provided under the Company’s Code of Discipline.
Time Recording
For purposes of attendance monitoring, all employees are required to
observe the following conditions:
1. Each employee is responsible for clocking/punching in and out
when reporting to and leaving for work. No recorded time in and
out for the day, unless satisfactorily explained, will automatically
be considered as absence for the day, which will mean no pay.
2. The Company has installed the biometrics machine to record the
daily attendance of all employees. This attendance record will be
the basis for payroll computation.
3. All employees are expected to be in their proper uniforms when
they clock/punch in or out. Associates are expected to be at their
work stations ahead of the designated time to start preparing for
the daily tasks.
4. An employee who registers “time in” and “time out” for another
employee commits falsification. Both the registering and favored
employees shall be subject to disciplinary action as provided for
under the Company’s Code of Discipline.
5. Should an employee fail to clock in or out, he/she must
immediately submit a written explanation (using required form) to
his/her immediate superior, copy furnished the HR Section.
Absences
Absence shall mean failure of an associate to report on the job when he/she
is scheduled to report for work. Absenteeism on the other hand, is the
practice of frequently or illicitly absenting oneself from work whether with
approved or justifiable reason or not.
a. Absence with Leave - is when employee officially files
his/her leave application and is duly approved by the
employee’s superior and a copy of the leave form is
submitted to the HR Section.
b. Absence Without Leave (AWOL) - is when an employee
fails to fully comply with the Company’s leave filing
procedures. Depending on the circumstances, this type of
leave can be considered as:
i. Excused Absence - if proper information or
notification is later given and absence could not
have been reasonably foreseen due to
emergencies or circumstances beyond one’s
control (i.e. calamities and accidents).
ii. Unexcused Absence - is when the employee did
not comply with the leave filing procedures
or/and cannot justify the absence or for any other
reason the absence cannot be validated or was
found untrue and/or has been extended without
previous authority from management.
c. Abandonment of work - Failure to report for work or
absence without justifiable reason of at least four (4)
consecutive days, with the clear intention to sever the
employer-employee relationship through overt acts
including, but not limited to:
i. unjustified refusal to report for work despite
notices to return;
ii. being employed in a different company without
lawfully resigning.
Abandonment constitutes a serious offense and should
merit the maximum penalty of dismissal.
Proper and reasonable notification of absence must be given to concerned
superior or HR staff at least two (2) hours before the start of the employee’s
work shift and shall include:
a) reason for absence;
b) period or duration of absence
c) date of return to work
As a rule, text messages are not acceptable as proper notification of
absence, except in emergency cases.
Tardiness and Undertime
Tardiness shall mean reporting for work after the start of the official time.
The Company places significant emphasis on the punctuality of its
employees.
Undertime shall refer to clocking or punching out before the end of the
official work hours.
Tardiness and Undertime record is included in the performance evaluation
of all employees.
Unless otherwise approved or excused, all tardiness and undertime is
subject to corresponding deductions from the employees’ daily or monthly
pay.
Gate Pass and Official Business Permit
To protect and safeguard Company assets, equipment, documents and other
materials being brought out of the Company premises, employees are
required to use and present an approved gate Pass Form (FM-GA-001) to
the security guard before leaving the company premises.
Similarly, employees assigned to transact business outside the Company
(PEZA, deliveries, DOLE, BIR, etc.) during work hours, must use and
present an approved Official Business Form (FM-HR-005).
It is Management’s right to examine all parcels and bundles carried by
employees in or out of the company premises. Leave personal packages at
home or check them with the entrance guard. Packages or parcels may be
carried out of the company only if accompanied by an exit gate pass from
Management.
VI. COMPENSATION AND BENEFITS
A. PAYROLL
The Company compensates fairly its employees for their rendered services.
Attendance cut-off periods for payroll computation are as follows:
a) 1st half – from the 26th of the previous month to 10th of the
current month
b) 2nd half – from the 11th until the 25th of the current month
The Company remits payroll payments every 15 th and 30th to employees
through their personal accounts under the BDO ATM facility.
Payday Schedule
Paydays are on the 15th and the last day of the month. However, when such
payday falls on non-working day, the employees shall receive their salaries
on the working day prior to the non-working day.
employee has worked with the Company for at least one month during the
calendar year. It shall be given on December, but not to exceed the 24th day
of said month. Amount is equivalent to one-twelfth (1/12) of the total basic
salary earned by the employee within a calendar year.
An employee, who resigned or whose services were terminated at any time
before the payment of the 13th month pay, is entitled to this monetary
benefit in proportion to the length of time he/she worked with the Company
during the calendar year.
C. STATUTORY BENEFITS
As mandated, the Company shall comply with the provisions of the Social
Security Law (SSS), the Philippine Medicare Law (Philhealth), and the
Home Development Mutual Fund (Pag-ibig Fund). The Company likewise
recognizes the leave benefits and other privileges granted by special laws,
such as, but not limited to, The Magna Carta for Women, and the law on
Anti-Violence Against Women & Their Children.
An employee shall be entitled to avail of Items D to K, as soon as he/she
attains REGULAR EMPLOYMENT STATUS.
D. ANNUAL PAID LEAVES

Payroll Deductions Upon regularization of an employee, he/she shall be entitled to the

following annual paid leave credits:
By law, the Management is required to make the following deductions from  Upon regularization: 10 days;
employee’s paycheck.  1 year from regularization: 11 days;
 2 years from regularization:12 days;
a. Income taxes;  3 years from regularization: 14 days;
b. Social Security;  4 years from regularization: 16 days;
c. Medicare/Philhealth;  5 years from regularization: 18 days;
d. Pag-ibig contributions; and  6 years from regularization and thereafter: 20 days.
e. Other deductions as may be authorized by law, or as approved by
Management with the written consent of the employee. a) All annual paid leave applications must comply with our leave filing
procedures.
B. THIRTEENTH (13TH) MONTH PAY b) Leaves may be availed either half (½ or 0.5) day or one (1) whole
day.
The Company shall pay the government mandated thirteenth (13 th) month
pay to its employees, regardless of employment status, provided that c) To avoid work interruptions or production down times, all annual
 leave applications must be made in writing at least 3 days in
advance EXCEPT if the cause thereof is due to sickness, in which
case it must be made as soon as practicable taking into account the
need of the Company to look for another employee who could
temporarily assume the duties of the absent employee.
d) All filed leaves (with or without pay) are subject to approval of the
applicant-employee’s supervisor.
e) Regular employees shall have the option to convert unused annual
paid leave credits to cash.
f) Unused leave credits converted to cash shall be paid out not later
than January of the succeeding year.
E. EMERGENCY LEAVE
Regular employees are entitled to, and can avail of three (3) days
emergency leaves which can be used cumulatively but cannot be carried
over to the following year.
To avoid work interruptions or production down times, employees availing
of this benefit should ensure that they notify their immediate superiors as
soon as practicable taking into account the need of the Company to look for
another employee who could temporarily assume the duties of the absent
employee.
F. BIRTHDAY LEAVE
Regular employees are entitled to, and can avail of one (1) day birthday
leave at any day during the year provided that this privilege cannot be
converted to cash or carried over to the next year.
To avoid work interruptions or production down times, birthday leave
applications must be made in writing at least 1 day in advance.
Employees availing of these should ensure that they notify their immediate
superiors as soon as practicable taking into account the need of the
Company to look for another employee who could temporarily assume their
duties.
G. BEREAVEMENT LEAVE
Regular employees are entitled to, and can avail of three (3) days
bereavement leave in case of death of an immediate family member which
includes the employee’s children, parent/s, grandparent/s, sibling/s, spouse
and parent/s-in-law.
H. CALAMITY LEAVE
Regular employees are entitled to, and can avail of two (2) days calamity
leave when they are directly affected by flood, fire, typhoon, or other
natural calamities or disasters. Upon returning to work, the employee must
give sufficient proof that he/she was entitled to such leave.
The regular employee claiming this benefit must prove that he/she is a
resident of a calamity area covered by Presidential Proclamation or as
declared by the National Disaster Coordinating Council (NDCC) or the
concerned Local Government Unit (LGU).
The HR department must likewise verify the employee’s eligibility to be
granted of this leave. Said verification include: validation of place of
residence based on latest available records of the affected employee;
verification that the place of residence is covered in the declaration of
calamity area by the proper government agency; and such other proofs as
may be necessary.
Unused Emergency, Birthday, Bereavement, and Calamity leaves are
STRICTLY NON-CONVERTIBLE TO CASH OR CARRIED OVER
TO THE NEXT YEAR.
I. MATERNITY LEAVE BENEFIT
In accordance with the existing laws of the Republic of the Philippines, the
Maternity leave benefit under the Social Security System, paid leaves for 60
days for normal delivery and 78 days for delivery by caesarian section is
granted to any pregnant female employee, who has paid at least three (3)
monthly contributions in the twelve-month period to SSS, subject to SSS
Membership Contribution and Table of Benefits computation. Please see
procedures on Maternity Benefit at www.sss.gov.ph.
The Company shall advance the 1st half or 50% of the computed SSS
maternity benefit amount to the employee and the remaining 50% shall be
paid upon receipt of completed and approved SSS Maternity Notification
Form.
This leave benefit is limited to four (4) deliveries only.
J. PATERNITY LEAVE BENEFIT
Pursuant to Republic Act 8187, the Company shall likewise grant to all
male employees a paid leave of seven (7) days, on the condition that his
lawful spouse has delivered a child or suffered miscarriage for the purpose
of lending support to his wife during her period of recovery/and or nursing a
newly born child.
This benefit is limited to the first four (4) deliveries by the lawful spouse
under such terms and provisions of the Act.
The employee must submit a medical certificate on the expected date of
delivery of his wife or miscarriage details and birth certificate of the child.
For further information, please refer to Paternity law, Labor Code Manual.
Unused Paternity Leave is not cumulative and not convertible to cash.
K. SOLO PARENT LEAVE
To promote the family as the foundation of the nation, strengthen its
solidarity and ensure its total development through the granting of benefits
and privileges to “Solo Parents” as embodied under Republic Act No. 8972
or “The Solo Parents’ Welfare Act of 2000”.
All Regular Employees of the Company who are “Solo Parents” and who
have complied with the requirements set forth under RA No. 8972 or “The
Solo Parents’ welfare Act of 2000”.
Any solo parent after due assessment of the duly appointed or designated
social worker in the area of domicile and who has complied with the
conditions set forth under the law including securing and presenting to the
HR Department the Solo Parent Identification Card AND who shall have
submitted a duly notarized “Affidavit of Undertaking” shall be eligible
for the following benefits subject to the ensuing conditions:
1. The Company shall grant all Regular employees seven (7) working
days Parental Leave with Pay (PLP) per fiscal year. Parental
leave shall neither be commutable nor cumulative.
2. Subject to the prior approval of an employee’s supervisor and
presenting the Solo Parent Identification Card, an employee may
be allowed to charge absences against parental leave credits for the
following reasons:
a. When a child gets ill;
b. When a solo parent needs to attend to Parent-Teacher
Association meetings in school;
c. For a child’s enrolment and school-related purposes;
d. Other similar circumstances necessary in the performance
of parental duties and responsibilities, where the physical
presence of a solo parent is required.
3. The employee shall accomplish the Leave Application Form in two
[2] copies and submit the same at least three (3) working days
before the date of the solo parent leave or immediately upon return
to work. The leave application shall be duly signed and approved
by the employee’s immediate supervisor and General Manager/
President/ Resident Agent, as the case may be.
4. The employee availing of the leave shall ensure that each approved
leave application form has the signatures/initials of his/her
immediate supervisor and General Manager/President/Resident
Agent, as the case may be. Any leave application without proper
signature and approval shall be treated as Leave without Pay
(LWOP) and/or Absence without Official Leave (AWOL).
5. A change in the status or circumstance of the parent claiming
benefits under the Act, such that he/she is no longer left alone with
the responsibility of parenthood, shall terminate his/her eligibility
for these benefits. Failure to inform the management of such
change shall be a ground for disciplinary action under the
Company’s Code of Discipline.

L. MEDICAL ASSISTANCE
The Company promotes health and safety of its employees. In line with
this, the Company ensures that a Nurse is always present twenty-four (24)
hours from Monday to Saturday for the benefit of those reporting on
Saturdays. The Nurse-on-duty shall administer first aid treatment to
employee/s suffering from minor illnesses or ailments and work related
accidents. First-aid medicines shall be available to all employees and shall
be given to employees (single dose only) for temporary relief.
The Company shall maintain a healthcare program for its regular employees
who have been in the Company for one (1) year. As such, the Company
shall enroll its employees to a healthcare provider with excellent healthcare
services At the option of the regular employee, the Company may enroll
their dependents in the same healthcare provider, provided that the
concerned employee agree that the fees for such coverage shall be deducted
from his/her salary.
M. MEAL ALLOWANCE
The Company shall give each employee, regular or probationary, a meal
allowance in the amount of Php 40.00 per day. Contractual and Project-
based workers and workers provided by Agency shall also receive a meal
allowance in the amount of Php 20.00 per attended workday as a form of
voluntary assistance. Provided that, the employee or the worker has
worked for at least eight (8) consecutive hours, without being tardy.
Provided, further that, Contractual, Project-based workers and
workers supplied by manpower agencies who are also enjoying this
assistance shall by no means be regarded as Regular Employees.
Those authorized to render overtime work for a period of three (3) hours or
more is entitled to an Overtime Meal Allowance in the amount of Php
20.00.
This incentive is given based on the daily attendance of an employee. An
employee who is absent, late or has worked for less than eight (8)
consecutive hours shall not be qualified to receive the corresponding
meal allowance for the day. Meal allowance is given in the regular bi-
monthly payroll using the same payroll cut-off periods.
N. ANNUAL PHYSICAL EXAMINATION
All regular employees shall undergo an Annual Physical Examination done
normally in February to ensure that the employees are healthy and
physically fit for their respective work.
O. SHUTTLE SERVICE
The Company shall provide shuttle service to all its employees, regardless
of the status of employment. In joining the shuttles service, the following
and all Company rules and regulations should be observed at all times:
1. All shuttle service are mandated to strictly follow the time and
pick-up points assigned by the Company. Thus, all employees
should be at the designated pick-up points on time.
2. Employees are strictly prohibited to request pick-up in places other
than the assigned pick-up points. The requesting employee shall
be subject to disciplinary action under the Company’s Code of
Discipline.
3. Observe silence while inside the shuttle as and by way of respect
of others’ need for rest. Gossiping must be avoided.
4. The maximum sitting capacity for each shuttle service must be
strictly followed.
5. In case of change of residence affecting designated shuttle trip
assignment, an employee must immediately inform HR Section.
P. COMPANY UNIFORM AND I.D.
Except those who, by reason of their position, are exempted from wearing
the uniform, all employees are mandated to wear their complete uniform
when inside the company premises and upon clocking/punching in or out.
The Company shall provide each and every direct employee with uniforms
upon deployment, to wit:
Factory : Two (2) pieces T-shirt; one (1) cap
Office Staff : Two (2) pieces Polo Shirt; one (1) cap
An additional T-shirt or Polo Shirt is given after one (1) year of service,
reckoned from date of hiring. Employees shall be responsible for their own
dress pants or jeans.
Considered a part of the uniform is the Company ID, which shall also be
provided by the Company. The Company ID should be visibly worn at all
times when within Company premises.
By wearing the Company uniform, whether outside or inside company
premises, the employee displays the name and reputation of the Company.
Thus, all employees should observe proper decorum and maintain
respectability.
VII. CASH ADVANCES
The Company shall allow an employee to make cash advances of amounts
to be spent on official business travels or transactions. Provided that, the
requesting employee shall liquidate the same within the commitment
date which in no case shall not be later than two (2) weeks from the
date the purpose for which the cash advance was requested was
consummated. Liquidation is done only through surrender of original
copy of the official receipts or sales invoice with the Finance and
Accounting Department.
Liquidation receipts or invoice with erasures or corrections shall be
doubtful on its face, the authenticity of which must be duly justified by
adducing additional proofs.
Failure to liquidate within the commitment date, which in no case shall
not be later than two (2) weeks from the date the purpose for which the
cash advance was requested was consummated, shall constitute a
serious offense against Company and shall entitle the Company to
deduct the unliquidated amount from the employee’s salary in
accordance with law. Provided further, that the failure to liquidate and
account for the cash advance made, without justifiable explanation,
shall be construed as serious misconduct, which is a justifiable cause for
termination of employment under the Company’s Code of Discipline.
VIII. TRANSFERS AND REASSIGNMENTS
In the exercise of its Management Prerogative, the Company may assign or
designate an employee to be transferred or reassigned to another qualified
position, without diminution of rank, title, benefits, privileges or other
entitlement. In any case, the employee shall be made to sign a transfer
agreement and such other documents to effect the transfer or reassignment.
In doing so, the employee acknowledges and accepts his/her transfer. In
determining whether or not there is a diminution of benefits, privileges or
other entitlement, the annualized benefits, privileges or entitlement shall be
considered.
IX. PERFORMANCE EVALUATION
An employee’s performance will be evaluated by his superior in order to
provide feedback and understanding of what is expected from him/her. The
Human Resources Section shall prepare and send the Performance
Evaluation Form of all employees to their concerned immediate superior
who, in turn, shall accomplish and return the same to the HR Section after
completing the evaluation.
Schedule of Performance Evaluation shall depend on the employment status
of an employee, to wit:
 Probationary employee – on the 3rd and 5th Month of employment;
 Fixed-Term, Contractual or Project-Based Employees – on the 3 rd,
5th, 8th and 11th month, as may be applicable.
The Performance Evaluation for regular employees shall be conducted on a
yearly basis and its result may be the basis for recommendation for
promotion, salary increase, recommendation for additional training, lateral
transfer or disciplinary action in accordance with the Code of Conduct and
discipline.
X. EMPLOYEE SEPARATION
A. RESIGNATION
An employee shall have the prerogative to terminate or end his/her
employment with the Company through voluntary resignation.
Rules and Procedures
 1. The employee must inform Management of his/her decision to
resign through submission of a Letter of Resignation to his/her
immediate superior or manager at least 30 calendar days prior to
the effective date of termination.
2. In the event that an employee fails to give the said
compliance/notice and proceed with his/her resignation date,
Management reserves the discretion to file the necessary action to
claim for damages [Article 285 (a) Labor Code].
3. The resigning employee must surrender all assigned office/plant
properties, documents or software, graphics or illustrations,
supplies or equipment, machineries in good and functioning
condition, uniforms, and other issued safety paraphernalia, if any,
and settle all current obligations and accountabilities. Likewise, the
employee, particularly those holding staff positions with access to
confidential documents, must sign an undertaking to uphold
confidentiality of Company matters.
4. The last pay of the resigning employee shall only be released upon
the completion and approval of the exit accountability clearance
form (FM-HR-005) and after at least thirty (30) calendar days from
his/her last day of work.
B. TERMINATION AND DISCHARGE
The Company may terminate and discharge any employee for reasons
deemed just and authorized by law. Due process standards shall likewise be
observed in implementing dismissal or termination of employees.
 Just Causes - are blameworthy acts on the part of the employee;
such as serious misconduct, violation of existing rules and
regulations, willful, disobedience, gross and habitual neglect of
duties, fraud and willful breach of trust, commission of a crime and
other analogous cases (Art. 282, Labor Code).
 Authorized Cause– business reasons and disease (Art. 283-284
Labor Code).
XI. CONFIDENTIALITY OF INFORMATION RELATIVE
TO EMPLOYMENT CONDITION
As stated in each employment contract, matters or information relative to
the conditions of employment of one shall be confidential between the
Company, the person signing and the authorized staff who prepared the
contract. Thus, all employees are mandated to strictly hold any information
relative to his/her employment strictly confidential. Sharing of privileges,
benefits and other information shall subject the employees to
appropriate disciplinary action.
Likewise, authorized employees who handle contract preparation and
authorized HR personnel who shall share the conditions of
employment/benefits of any employee shall be subject to the same
disciplinary action.
XII. QUALITY POLICY GUIDING PRINCIPLE
The Company shall strive to manufacture high quality products with
international standards to ensure and maintain worldwide customers'
acceptance, thereby establishing the Company's strong position in the
industry.
Likewise, the Company aims to achieve Zero Defect products. Quality is
therefore built-in in all our production methods and systems. Employees
must be aware that violations affecting quality concerns are subject to
disciplinary sanctions. For this reason, employees shall remember the
following at all times:
1. Employees are expected to immediately bring potential quality
problems to the attention of superiors.
2. In case of defects or troubles found in our products or product
parts, the Company will promptly recall it from market and make
appropriate corrective measures. It shall look for the cause of
defect and make essential improvements thereon.
3. To ensure smooth production/work process, employees must
practice good housekeeping, cleanliness and organization at work.
Avoid unnecessary distractions or disturbances that may cause
poor work quality and could decrease productivity.
 4. The Management team will lead and support the collective efforts
in sustaining total quality through education and training programs.
5. The Company shall manufacture the machines in compliance with
the requirements of codes and standards in various jurisdictions.
6. Employees are expected to learn and apply such requirements and
carry out the manufacturing process in accordance with their
responsibilities.
XIII. ENVIRONMENTAL POLICY GUIDING PRINCIPLE
The Company hereby declare its commitment to uphold the protection and
safety of global environment, in particular:
1. Control the environmental impacts of its activities, products and
services such as the generation of scrap materials, generation of
hazardous wastes, etc.
2. Continuous improvement and prevention of pollution through
efficient use of resources, materials and energy, non-use of
prohibited hazardous substances, implementation of reuse,
recycling, treatment, and waste segregation.
3. Control hazardous substances in all parts and materials used in
manufacturing customer's products through procurement of parts
and materials that comply with environmental substances
regulations.
4. Comply with applicable legal requirements and with other
requirements to which the company subscribes, and
5. Influence suppliers, contractors, and other interested parties in
environmental initiatives.
For proper enforcement and compliance, this environmental policy shall be
disseminated company-wide including its stakeholders, suppliers and
employees.
XIV. SAFETY AND HOUSEKEEPING POLICY PRINCIPLE
The company is committed to maintain a safe and healthy workplace. The
safety of employees is the priority of the Company. Therefore, all safety
and health programs rules and regulations shall be strictly applied and
enforced.
Employees must not bypass any safety procedure and gadget/device. Do
not shortcut machine and work processes as your safety may be
jeopardized. All accidents are investigated thoroughly and appropriate
counter measures are implemented to avoid future problems. Report
promptly all accidents at the time it happened, however minor it may
be.
The Company will not cover expenses incurred from accidents, due to
the negligence or fault of the employee. To prevent such accidents, please
observe the following procedures.
1. Follow safety procedures in the factory. Obey safety signs and
notices.
2. Wear/use required safety/personal protective equipment (PPE) at
all times. Failure to do so will warrant disciplinary action.
3. All injuries, regardless of how insignificant including near-miss
situations, must be reported immediately to his/her immediate
superior and the clinic nurse.
4. Do not enter restricted areas unless authorized to do so.
5. Never operate equipment, forklifts, computers, not under your
charge.
6. Equipment tools, spare parts under your charge are to be kept
clean, arranged orderly and kept in their proper location.
7. Handle carefully all equipment, tools, fixture, etc. never transfer or
take them out of the section/plant without proper authorization
from your immediate superior.

8. Use only designated walkways, entrances, exits and passageways
inside the plant.
9. Handle all inflammable materials with care.
10. Always follow good housekeeping practices and keep all common
areas clean and orderly at all times. Put all waste and trash into the
designated trash containers. Littering of any kind is strictly
prohibited.
11. Floors should be kept clean and dry at all times. Wet floors pose a
safety hazard to all of us.
12. Each employee must have common respect and care for the safety
of fellow workers.
13. Know individual personal responsibilities in case of fire or other
disasters.
14. Locker cabinets, toilets, and canteen fixtures must be used properly
and kept clean at all times.
Manager or put an identification label (ex. For 5S Disposition) and
set aside.
Step 3: Perform SEITON (Systematize or organize). Organize the
necessary items. Decide where to put the items and use appropriate
label or identification to identify storage area. Frequently needed
items should be placed close to the user to minimize movement.
Things not frequently used should be placed slightly farther.
Step 4: Perform SEISO (Shine or clean-up). Clean everything in the
workplace. The floors, walls, ceiling storage area, filing cabinet,
working table, equipment, accessories etc. should be free from dirt,
stain and dust. The Department Manager/Head should organize
responsibilities for cleaning. A daily five-minute cleaning habit
before and after working hours shall be implemented.
Step 5: Ensure to observe policy in waste segregation. Refer to Notices or
Diagrams on Waste Segregation.
Step 6: Practice the SEIKETSU (Standardize). Everybody should be
committed to do the 5S simultaneously without being told or
ordered.

5'S SYSTEM OF HOUSEKEEPING XV. POLICY ON SEXUAL HARRASSMENT

The Company recognizes the importance of work environment on creating The Company, pursuant to Republic Act 7877, is committed to maintain a
impact on the quality, efficiency, organization, work productivity, service work environment that is free of sexual harassment and all forms of sexual
and safety. The Company adheres to the 5S principles in its way of work intimidation and exploitation.
and life, to wit:
SEIRI (Sort or clear-up) In keeping with this commitment, the Company shall not tolerate any form
SEITON (Systematize or Organize) of sexual harassment acts done in the work place by any employer,
SEISO (Shine or clean-up) employee, manager, supervisor, or any other person having authority,
SEIKETSU (Standardize) influence or moral ascendancy over another.
SHITSUKE (Sustain)
To prevent or deter the commission of acts of sexual harassment, the
Step 1: Perform SEIRI (sort or clear-up). Identify items which are Company shall promulgate appropriate rules and regulations prescribing the
necessary and unnecessary. procedures for the investigation of sexual harassment cases and
administrative sanctions thereof.
Step 2: Dispose items identified as unnecessary. If the item/s cannot be
distinguished whether for disposal or not, bring the matter to the The Company shall conduct Health Education Seminar/s to increase
awareness and understanding of the policy among all the employees as well
as proper handling of alleged cases constituting sexual harassment.
In case where there is a complaint for violation of this policy, the Company
shall create a Committee primarily tasked to handle and investigate the
alleged case.
XVI. HIV/AIDS PREVENTION AND CONTROL IN THE
WORKPLACE POLICY
The Company is committed to Department of Labor and Employment
(DOLE) Memorandum Circular No. 02 by providing HIV/AIDS prevention
and control in the workplace.
XVII. DRUG-FREE WORKPLACE POLICY
The Company is committed to DOLE Department Order No. 53-03 (Drug
Free Workplace) by providing a safe work environment and to foster the
well-being and health of all its employees. The commitment is jeopardized
when an employee illegally uses drugs or alcohol on the job, comes to work
with these substances present his/her body, or possesses, distributes or sells
drugs in the workplace.
1. The Company, likewise, recognizes drug abuse as a social
problem. Towards this goal, possession, sale, use or reporting
under the influence of drugs anywhere in the Company is
prohibited.
2. The Company and employees are committed towards creating a
drug-free workplace and shall undertake the formulation and
implementation of rules and regulations as prescribed by DOLE
DO No. 53-03.
3. The company shall require health teaching seminars and
implement awareness program.
4. If an applicant or employee unjustly refuses to take a blood test
and other tests the employer has the right to deny application or
terminate his/her employment (as applicable) with the company.
5. The Health and Safety Committee is hereby tasked to implement
the foregoing.
XVIII. ALCOHOL-FREE WORKPLACE POLICY
The Company adopts this alcohol-free workplace policy and program to
ensure a safe and healthful workplace. In this regard, all employees shall
abide by the terms and conditions of this policy.
The company explicitly prohibits the use, possession, solicitation or sale of
alcohol in the workplace. It shall likewise prohibit employees reporting for
work under the influence of alcohol to prevent disruption of operations, and
to ensure the safety of co-employees and Company’s reputation.
Conditions under this Policy:
1. If an employee’s demeanor or behavior caused the Company to
suspect that he is using, possessing, soliciting or selling alcohol in
the workplace, the latter will request the former to submit himself
to a cause-test to determine if he/she is under the influence of
alcohol.
2. If the employee objects to subject himself to cause-test, he must
state his objection and the reason thereof in writing. The Company
shall immediately decide whether the ground for objection is valid
or not. Should the Company find the objection not valid and the
employee still refused to submit himself to the cause-test, the
refusal will be considered as a ground for disciplinary action.
3. If the cause-test showed a positive result, the employee will be
referred to the assessment team for further examination.
4. The Company shall, at all times, observe confidentiality of the
results relative to alcohol tests done to employees.
5. Failure to submit to cause-test, post-accident test, random-test, or
alcohol test by a nearest medical facility, without justifiable reason
 in relation to Item 1 of this Sub-section, shall be a ground for a
disciplinary action with a penalty of one (1) month suspension
without pay.
6. If an employee found to have been guilty for violation of this
policy repeatedly violated the provisions herein, he/she shall be
subjected to a disciplinary action with a penalty of three (3)
months suspension or dismissal from service, as the case may be,
upon notice and hearing.
XIX. SMOKE-FREE WORKPLACE POLICY
Pursuant to Republic Act 9211, also known as the Tobacco Regulation Act,
Section 6, which specifically prohibits indoor smoking and protects people
against second hand smoke, this company policy is hereby issued to protect
its employees and clients against the hazard brought about by smoking.
Smoke-free workplaces protect non-smokers from the dangers of second
hand smoke and also encourage staff to either quit smoking or reduce their
cigarette consumption.
The Company shall notify all employees of this policy and shall establish a
smoke-free workplace policy awareness program. This will also be a part of
orientation for newly-hired employees.
A “NO SMOKING SIGN” shall be conspicuously displayed at floor areas
which are designated as NO SMOKING AREAS.
XX. TUBERCULOSIS (TB) PREVENTION AND CONTROL
IN THE WORKPLACE POLICY.
The Company is committed to DOLE Department Order No. 05-73 by
providing tuberculosis prevention and control in the workplace.
The Company shall require Chest X-RAY testing of all applicants and
employees, regardless of employment status, rank and position, with an
accredited Department of Health clinic or hospital.
The company shall require health teaching seminars and implement
awareness program.
If the applicant or employee unjustly refuses to take the Chest X-ray, the
employer has the right to deny his/her application or terminate his/her
employment with the Company.
If the employee is diagnosed to be TB-positive, the employee will be
referred to a private or public DOTS center. His/her employment status may
be retained upon certification by Company Health Care Provider or DOTS
Provider that he/she is fit to work and is not infectious.
The implementation of TB prevention and control policies and programs
shall be monitored and evaluated periodically by the employer to ensure
that the goal is met.
The Health and Safety Committee is hereby tasked to implement the
foregoing.
XXI. HEPATITIS B POLICY ON WORKPLACE
The Company is committed to DOLE Department Advisory No. 05, Series
of 2010 (Guidelines for the Implementation of a Workplace Policy and
Program on Hepatitis B).
1. This program is aimed to address the stigma attached to Hepatitis
B and to ensure that the employees’ rights against discrimination
and confidentiality are maintained.
2. This guideline is formulated for everybody’s information and
reference for the diagnosis, treatment, and prevention of Hepatitis
B. This will inform the employees of their role as well as the
company in dealing with Hepatitis B. A healthy environment
encompasses a good working relationship and great output for
continuous business growth.
3. Hepatitis B information shall be conducted through distribution
and posting of IEC materials and counselling and/ or lectures and
Health Teachings.
4. There shall be no discrimination of any form against employees on
the basis of their Hepatitis B status consistent with the international
 agreements on non-discrimination ratified by the Philippines (ILO
C111).
5. Workplace management of sick employees shall not differ from
that of any other illnesses. Persons with Hepatitis B-related
illnesses may work for as long as they are medically fit to work.
XXII. BREASTFEEDING POLICY
In recognition of the well documented health advantages of breastfeeding
for infants and mothers, the company provides a supportive environment to
enable breastfeeding employees to express their milk during work hours.
Milk Expression Breaks
Breastfeeding employees are allowed to breastfeed or express milk during
work hours using their normal breaks and meal times. For time that may be
needed beyond the usual break times, employees may ask permission from
their supervisors and managers.
Place to Express Milk
The Company shall provide a private room (not a toilet stall or restroom)
available for employees to breastfeed or express milk. The room will be
private and sanitary, located near a sink, with running water for washing
hands and rinsing out breast pump parts, and have an electrical outlet.
Expressed milk can be stored in general company refrigerators, in designed
refrigerators provided in the lactation room or other location, or in
employee’s personal cooler.
When more than one breastfeeding employee needs to use the designated
lactation room, employees can use the sign-in log provided in the room to
negotiate milk expression times that are most convenient or best meet their
needs.
XXIII. GENERAL RULES
It is the primary duty of an employee to obey the Company’s reasonable
rules, orders and instructions.
1. Be prompt when reporting for work.
2. Appearance, Hygiene and Grooming. Employees should always
come to work neat and well groomed. Personal hygiene, like daily
showers, deodorants, clean uniforms/pants etc. is a must. Keep
your fingernails clean at all times.
3. Leaving your designated work area without the knowledge and
permission of your Superior during working hours is strictly
prohibited.
4. You should not do personal and other business in your designated
area or on company time.
5. Show respect to co-employees, other staff and management.
6. Never refuse to work or stop your work without reasonable
grounds.
7. Our telephone lines are for business use. Personal calls either
outgoing or incoming is not permitted. Telephone calls for
employees will be permitted if the reason for such is an emergency
or with prior consent.
8. Be courteous, friendly and gentle while talking to fellow
employees, superiors and other persons inside the Company.
9. Respect the property of others and that of the Company. In case of
property malfunction or damage, report it promptly.
10. No employee is allowed to drink alcoholic beverages during his
work shift or report for work under the influence of liquor or
illegal drugs.
11. The use of profane or obscene language is not allowed.
12. Fights or provoking fights, horse play, quarrelling or verbal
altercation are not allowed in the Company premises. Everyone
must be treated with respect and dignity. Harmony in the
workplace must be achieved.

13. No employee may engage in other employment that may be
construed as a “conflict of interest”.
14. No smoking during duty hours inside company premises.
15. In case of company sanctioned investigation, an employee should
give full cooperation to the investigating officer, committee or
person-in-charge.
16. Immoral and indecent acts or behaviors, including illicit
relationships between and among employees and management is
not allowed.
Further, the bearer employee understands that the Company may modify,
revoke, suspend or terminate any and all policies, rules, procedures and
benefits at any time with sufficient notice to company employees of the
changes made.
Employee’s name and signature ________________________________
Date ________________________
I agree to treat as confidential all information about Company, its
stockholders and officers, the business operations that I’ve learned during
the performance of my duties and I understand that it would be a violation
of policy to disclose such information to anyone without the permission of
the Company and its officers.

XXIV. EFFECTIVITY Employee’s name and signature ________________________________

Date ________________________
Every employee is expected to acquaint herself/himself with the provisions
of this Employee Handbook.

All standing rules, regulations or policies that are inconsistent with the
provisions hereof are hereby deemed replaced or modified accordingly;
otherwise, they shall remain valid and enforceable.

This Handbook shall take effect upon receipt of a copy thereof by or upon
the orientation of the employee, whichever is earlier. In addition, a copy
shall also be posted at the Company’s Bulletin Board for easy access to all
employees.

XXV. EMPLOYEE’S ACKNOWLEDGMENT AND

UNDERTAKING

The bearer employee has acknowledged receipt of a copy of the Employee’s

Handbook, and undertakes to read the contents thereof and understand the
same. By this acknowledgment and undertaking, the bearer employee
further binds himself/herself to the consequences and implications of the
provisions of this Handbook. As proof of all the foregoing, the bearer
employee has signed a duplicate copy of this Acknowledgement and
Undertaking, which hereafter forms part of his/her 201 File.