New Hire Training Program

Learner Expectations Guide

Laika Mae D. Cariño

Wave 7A

Rosler Lunas
Welcome to TELUS International Philippines (TIP)

At TELUS, we share a passion for growth. We are eager to help you develop the skills and support necessary
to be successful in your role, and to grow personally and professionally.

To ensure you get the most out of your learning experience, we provide the following details, guidelines, and
shared expectations.

Our team of trainers is dedicated to providing the highest quality learning experience. Recognizing that as
individuals we all have different learning needs, styles and overall preferences, your trainers will do their best
to balance these individual factors with the whole group and the learning content. We also need your help
and involvement to ensure we are achieving this balance.

To make sure this happens, we ask for the following commitment from you:

During the program:

▪ Have fun
▪ Get to know the people in your class
▪ Be engaged
▪ Listen to others
▪ Stay positive
▪ Be open to try new things
▪ Practice new skills

Participation is the key to your success!

Attendance Guidelines

Regular attendance is an expectation of all TELUS team members, most especially during training.
Absenteeism compromises the learning experience and negatively affects TIP clients and other team
members as well. All trainees are expected to report to work on time every day. Attendance will be tracked
starting the first day of training, and will end upon endorsement to Operations.

As participants of New Hire Training, trainees will be governed by the following guidelines for
attendance:

1. Personal Time Off (PTO)

a. Trainees are not allowed to go on PTO for the entire duration of the entire training period.
b. For all trainees, regardless of status, who have previously approved PTOs that fall within the
training period, their approved PTOs shall automatically be rescheduled to a different date to
ensure that learning opportunities during the training program are maximized.
2. Tardiness
a. Tardiness is coming into class after the start of the scheduled training. If a trainee is going to
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 be late, he/she must notify his/her trainer in advance by any practicable means. A
confirmation from the trainer is needed for the tardiness to be considered “with advice”.
b. Coming in after the start of the shift is considered tardiness.
c. Regardless of the attendance tag, a trainee will still be paid according to the number of
hours he/she has rendered for the day.
d. Trainees are not allowed to miss a cumulative absence/tardiness equivalent to 24 hours or
more. Failure to meet the expected attendance hours may result in removal from the
T-Mobile Project.

3. Absences
a. A trainee is considered absent if he/she does not come into class when scheduled.
b. Leaving training early or going on half day is not allowed, and these incidents will be
considered as absences.
c. Compensation will still be given according to the number of hours a trainee has rendered for
that day in cases of under-time or half day.
d. Trainees are expected to inform their trainer of the reason for absence and the projected
duration of the absence. A confirmation from the trainer is needed for the absence to be
considered “with advice”.
e. A two-day consecutive absence without advice will be considered an Absence without
Official Leave and will be dealt with accordingly.
f. Trainees are not allowed to miss a cumulative absence/tardiness equivalent to 24 hours or
more. Failure to meet the expected attendance hours may result in removal from the
T-Mobile Project.

4. Consequences of Incurring Attendance Occurrences

a. It is the trainee's responsibility to make up for the missed classes or topics due to
attendance occurrences. A trainee who fails to take an exam or quiz and/or other graded
activity due to absences or tardiness shall automatically get a grade of 0.00% for said
exam/activity.
b. If a new hire trainee’s attendance lost hours reached 24 hours or beyond, regardless
whether the absences are with or without advice, he/she may be discontinued from training
at any point or stage of the training upon notice. Discontinuance from training may mean
discontinuance of service for purposes of these Pass-Fail Guidelines.
c. Trainees with regular status who fail to pass either overall training performance and/or
exceed the attendance hours limit shall be endorsed to HR-Talent Acquisition for
reclassification without prejudice to any disciplinary sanction that may be imposed against
the said trainee for exceeding the attendance hours limit.

Training Pass-Fail Guidelines

All Team members that graduate from New Hire Training are expected to perform up to these set
standards before moving on to Operations / Production.

In order for you to accomplish this, team members need to undergo the three phases of New Hire
Training: iEvolve, Client Specifics, and Nesting.

Date: _________________
June 30, 2022 Laika Mae D. Cariño
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 Training Phases

The T-Mobile New Hire curriculum is a combination of theory and practical application using various media
to support your learning experience. A series of assessments will be given out on specific portions of the
training program. These are intended to help you and your instructor to monitor your learning progress,
prepare you for further evaluations, and support your success.

I. iEvolve, Communications and Culture Training

Phase one is the iEvolve Comms and Culture. It measures your knowledge and performance in speech
and the written language, customer service, and business writing.

New hires must get at least 80% in the Tollgate assessment to be endorsed to product training.

Failure to pass the iEvolve, Communications and Culture Training Scorecard may mean discontinuance
from training at any point or stage of the training upon notice. Discontinuance from training may mean
discontinuance of service for purposes of these Pass-Fail Guidelines.

Tollgate Training Assessments:

● Mock Call Assessment - Scoring (Placed on a separate document)
○ A retake could be granted if the score is below 80% and above 70%
○ Below 70% will merit possible removal from the program and discontinuance from training
at any point or stage of the training upon notice.

Scorecard

Metric/ Expert Support

Phase Tollgate Description Passing Passing Weightage Total
Graded Mock Call
conducted by a trainer
FST Mock Call 80% 80% 100% 100%
during Foundation
Skills Training

II. Product Specifics Training

Phase two is the Product Specifics Training. It measures your knowledge and performance in speech and
the written language, customer service, and business writing, alongside product mastery and account
knowledge.

New hires must get at least 80% in the Tollgate assessment to be endorsed to Production.

Failure to pass the Product Training Scorecard may mean discontinuance from training at any point or
stage of the training upon notice. Discontinuance from training may mean discontinuance of service for
purposes of these Pass-Fail Guidelines.

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 Scorecard

Metric/ Expert Support Weightag

Phase Tollgate Description Passing Passing e Total
Product 12 Online Assessment in
Specifics Benchmark Thrive during Product 80% 80% 50%
Training Assessments Specifics Training
Online Call Recordings 100%
Product
11 Call in Thrive during
Specifics 80% 80% 50%
Recordings Partner Specifics
Training
Training

III. Nesting

Upon successful completion of T-Mobile’s Classroom Training program, trainees are endorsed to the next
stage of training --- Nesting. This training phase is designed to measure consistency to deliver expectations
and the ability to maintain excellent customer service. This phase allows trainees to acclimatize to life in
operations and be able to apply the knowledge they have learned during classroom training.

Trainee’s performance during nesting will be based on the KPIs stated below. A trainee must achieve an
overall score of 85% to goal to be endorsed to Operations.

Failure to pass the TCC/Nesting Scorecard may mean discontinuance from training at any point or stage
of the training upon notice. Discontinuance from training may mean discontinuance of service for
purposes of these Pass-Fail Guidelines

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Scorecard

Expert
Phase Metric/ Tollgate Description Weightage Total
Passing
Customers
satisfaction
and how likely
TCC NPS 85% to Goal 25%
they will
recommend
T-Mobile
Customers not
TCC 7 Day FCR to call within 7 85% to Goal
calendar days
Customer 100%
TCC UP Satisfaction 85% to Goal
Survey
Cancels per 75%
TCC Cancels 85% to Goal
100
Delinquent
TCC DDC Dollars 85% to Goal
Collected
Credits and
TCC 85% to Goal
Adjustments C&A per 100

For the avoidance of doubt, the Parties acknowledge that T Mobile’s right to require removal of Provider
Personnel and subcontractor Personnel hereunder from the T-Mobile Engagement and from providing
Services to T-Mobile and its customers in no way limits Provider’s or subcontractor’s separate and
independent employment decisions regarding such Provider or subcontractor Personnel, including
Provider’s and subcontractor’s independent discretion regarding whether to continue to employ such
Personnel for other purposes unrelated to the T-Mobile Engagement. Nor does anything in this Section limit
T-Mobile’s sole discretion to remove any Provider or subcontractor Personnel from having access to
T-Mobile’s systems or Confidential Information, including, but not limited to, by deprovisioning T-Mobile
systems or other credentials provided to such Personnel at any time.

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Date: _________________ Laika Mae D. Cariño
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T-Mobile Product Specifics Training

The T-Mobile Partner Specifics Training curriculum is a combination of theory and practical application using
various mediums to support your learning experience. All core programs consist of examinations to assess
learning and the ability to apply learning once on the job.
 
Quizzes, major exams, and a series of practical assessments will be given out on specific portions of the
training program. These are intended to help you and your instructor to monitor your learning progress,
prepare you for further evaluations, and support your success.

Signing these Training Pass-Fail Guidelines binds you to strict adherence.

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Training House Rules

● Always follow minimum health and safety protocols while inside the training room e.g. wearing of
face masks and frequently sanitizing your hands

● Always speak in English. You are expected to converse and interact with your fellow trainees during
the entire course of training.

● You are expected to submit your work / activity sheets on time. Any late submission for whatever
reason will merit a zero score for that activity.

● No trainee is allowed to bring in guests within company premises.

● Eating is not allowed inside the training rooms except for candies, and except for special cases.
Drinks should be placed in spill-proof mugs.

● You are expected to participate at all times. Non-participation, sleeping, or any signs of
disinterestedness in the activities will not be tolerated.

● If you are caught using your phone in the training room, you will be issued a Due Process Form, and
if necessary, corresponding consequences will be meted out.

● If you are caught using any of the computer terminals for personal reasons or for purposes other
than what has been instructed by the trainer during training, then you will be subject to consequence
management.

● Hacking the company’s computer system will be considered an offense against the company’s
business interests and will therefore be subject to termination.

● You will be held liable for destruction of company property assigned to you.

● You are not allowed to come in to work under the influence of alcoholic beverages or banned /
prohibited substances, and will subject you to consequence management.

● Professional behavior is expected at all times. Display of any behavior that will defeat the purpose of
training will not be tolerated in any way. Any form of misconduct will subject you to consequence
management.

● Cheating during the exams will not be tolerated. Anyone caught cheating will be removed from the
program.

June 30, 2022 Laika Mae D. Cariño

Date: _________________ ____________________
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Unauthorized Use of Internet

In connection with servicing of the accounts of TELUS by TELUS International Philippines, and in adherence
to the policy being governed under TELUS e. Security (*Lesson 2.B/ Protecting Information/Computer and
Internet Security/Personal Use/Email) I, the undersigned, as a TELUS International Philippines, Inc employee,
acknowledge that I have been made aware of those actions which constitute as “UNAUTHORIZED USE OF
INTERNET”.

Unauthorized Use of Internet includes, but is not limited to:

● Sending/Forwarding Non-work Related Emails;

● Browsing Non-work Related websites;

● Making use of TELUS Communicator for Non-work Related matters;

● Posting of pictures on TELUS sites that can be deemed malicious and done in bad taste;

● Altering/Deleting/Adding information on TELUS sites, that are irrelevant or can hamper day-to-day
operations;

● Downloading/Uploading of materials from/to the Internet that is inappropriate, offensive and illegal.

I understand that it is my responsibility to use TELUS International resources in a responsible manner. I

understand that the above is not an all-inclusive list and that any form of Unauthorized Use of Internet may
result in a Verbal Warning up to and including Termination of my employment by TELUS International
Philippines, Inc.

Date: _________________
June 30, 2022 Laika Mae D. Cariño
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Call Avoidance Policy

In connection with servicing the accounts of TELUS, I, the undersigned, as TELUS International Philippines,
Inc. employee with substantial T-Mobile client telephone contact, acknowledge that I have been made aware
of those actions, which may constitute “Call Avoidance.”

“Call Avoidance” is any action where any employee intentionally takes action to avoid speaking with a
T-Mobile customer.

Call Avoidance includes, but is not limited to:

● Hanging up on a customer
● Not greeting the customer; remaining silent
● Keeping yourself on mute or any other manipulation of phone equipment
● Dial transferring a call into your skill or an appropriate skill group
● Unauthorized blind transfers
● Unauthorized cold transfers
● Dropping calls
● Placing the customer on hold in order to answer a cell phone or until the customer hangs up
● Using the ACD for personal calls
● Inappropriate use on internal buzz-lines, lines etc.
● Calling ACD to ACD for other than business reasons
● Inappropriate use of ACW/AUX

I understand that it is my responsibility to respond at all times in a prompt and accurate manner to any of the
T-Mobile customer’s inquiries. I understand that the above is not an all-inclusive list and that any form of “Call
Avoidance” may result in a verbal warning up to and including termination of my employment by TELUS
International Philippines, Inc.

June 30, 2022

Date: _________________ Laika Mae D. Cariño
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Fraud and Customer Privacy Guidelines

I. Introduction

Clients of TELUS International Philippines, Inc. expect and trust that TELUS will protect the privacy and
integrity of customer information and that KPIs are achieved in a fair and transparent manner.

These policies, supporting practices and processes will ensure that all TELUS business units and team
members meet their obligations to preserve and protect the confidentiality, integrity, and reliability of TELUS
records used in carrying out their day to day operational responsibilities.

II. Definition of Fraud

Any activity that deals in unjustified possession / misuse of sensitive / confidential customer information
leading to financial gains to the miscreant or loss to the customer, or that causes loss to the client through
unauthorized processing of orders / calls or activities that lead to manipulation of performance metrics or any
such activity that goes against the spirit of TELUS values would be classified as fraud.

This scope can be extended at the discretion of Senior Management.

Fraud Consequence Management

Each team member is personally accountable for (himself / herself and subordinates) adherence to client
mandated code of conduct / policies regarding safety of customer information and TELUS mandated ethics
guidelines.

If it is deemed by TELUS that the evidence is conclusive and substantial to award a punishment, the decision
will be immediate and based on the gravity of the irregularity with Termination being the highest penalty.
TELUS reserves the right to file legal action against any team member for fraud leading to financial loss to the
company.

The scope of these policies extends to all kinds of fraud broadly classified as;

Monetary
a. Financial loss to client
b. Financial loss to clients customer
c. Financial loss to TELUS KPIs
d. Influencing metrics through unfair / unauthorized practices.

III. Customer Privacy Guidelines

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Every TELUS Team Member should ensure that their customers can always trust them with any information
they might need to share in the course of a business transaction. All team members who have access to
client/customer data or computing environment are responsible for:

● all actions taken under their User ID; no sharing of access/passwords to any application
● reporting any incidents, violations, or areas where controls deviate from policy;
● restricting their activities to those that they have been specifically authorized;
● ensuring that any data for which they are authorized access retains its classification and appropriate
controls in any user managed or created location (i.e., e-mail, MS-Word documents, local hard-drive,
etc.); and
● understanding and complying with all of client/customer information security policies and standards

Specific responsibilities

● Do not write down any personal customer information for any reason except during system outages.
Manual forms are allowed during down times but forms should be disposed/destroyed at the end of
the shift. Disposal process is program specific.
● Information on notepads in PCs will be allowed during the call and should be removed once the
call/day has ended.
● Do not keep personal spreadsheets/diaries in computers with customer information.

Customer Privacy Spot Checks

● Random spot checks will be conducted for all team members who have access to client/customer
data.
● Any one caught in violation of the said guidelines will be subject to Consequence Management that
shall be escalated for every instance of violation.

Customer Privacy Consequence Management

● Any team member that is in violation of the above foregoing shall be given appropriate disciplinary
action depending on the gravity or severity of the offense.
● Any one with previous consequence management shall be escalated from where they are at. Final
level of consequence management is Termination. The table below outlines the consequence levels.

Note that escalations are done for every instance that someone is reported to be in violation of the Customer
Privacy Guideline.

Warning Levels

1) Verbal Warning
2) First Written Warning
3) Second Written Warning
4) 2-day unpaid Suspension
5) 5-day unpaid Suspension
6) Termination

IV. Guidelines on the Issuance of Consequence Management Memos

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The responsibility of coaching agents naturally rests on the Team Leads. For this reason, it is important that
Team Captains are documenting in the agents’ 202 files both the (a) consequences incurred – by way of a
memo duly signed by the Team Captain as the issuing authority and the agent as the receiving party – and
(b) the coaching given.

Any consequence memo not bearing the signature of the Team Captain and Operations Manager/Program
Head is unenforceable.

Any consequence management memo not duly signed by the agent shall be considered as unacknowledged
and not appropriately received by the agent, which renders the memo technically un-served.  Should the
agent refuse to sign the memo, the immediate supervisor may issue the document and consider it served as
long as a note is placed that says “memo issued, agent refused to sign” and witnessed by a fellow
supervisor or a manager.

Failure of the Team Captain to document in the 202 files the consequence escalation and the specific
coaching he gives an agent affords the agent a legitimate opportunity to dispute the consequence. Note that
the agent MUST know that he was caught and that pertinent information of his violation should be stated in
the memo.

Your signature hereunder shall be taken to mean absolute understanding of and compliance to all the
provisions in the foregoing.

June 30, 2022

Date: _________________ Laika Mae D. Cariño
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TELUS Ethics and Respectful Workplace Policy

I. Introduction

The TELUS Ethics Policy has been approved by the Board of Directors to assist TELUS team members in
maintaining the highest standards of ethical conduct in the corporate and professional dealings they have
with other team members, clients, shareholders, and the community. The Policy provides guidelines, case
studies, and supportive references (and the company's intranet lists subject matter experts) available to help
employees and managers when faced with situations where the right ethical decision is not clear.

The TELUS EthicsLine provides further support to team members who have ethical questions/issues. Team
members are invited to use the TELUS EthicsLine to ask questions, request support or make a good-faith
report (often referred to as whistle-blowing) about a perceived violation of the Ethics Policy, government
law/regulation, questionable business practice or accounting/auditing matter.

TELUS Ethics Office is led by the Director – Ethics & Controls Compliance in Canada and its role includes
updating and promoting the Ethics Policy and training, as well as managing the Ethics line.

TELUS e.Ethics training is annual web-enabled training for all team members to review the current Ethics
Policy and affirm that they understand their responsibilities under it. II. Your right to report

TELUS employees should report:

● A breach of company rules and regulations

● Questionable business practices or accounting matters
● Fraud (e.g. fraudulent financial reporting, asset misappropriation and corruption)
● TELUS encourages the resolution of breaches of company rules and regulations through discussion
with one's immediate supervisor, any member of the Human Resources department, TELUS
management staff or senior executives.
● However, TELUS recognizes there will be situations in which employees wish to report breaches to
an independent person with the authority and resources to investigate, make recommendations and
reach a conclusion on the issue. This reporting is sometimes referred to as whistle blowing (see
sections below for instructions and more information).
● The TELUS Ethics Office will not investigate personnel matters for which other remedies exist,
including grievances, appointments, promotions, reprimands, suspensions, dismissals, harassment,
alleged discrimination and other related actions.
● If your concern is related to a personnel matter, you should contact a member of the TELUS Human
Resources Management Staff.

II. How to report

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 ● You may use the TELUS EthicsLine toll-free number 1-888-2654112 or visit the Ethics line website at
www.telus.ethicspoint.com or mail to TELUS, 19th Floor, 3777 Kingsway Street, Burnaby, British
Columbia, Canada V5H 3Z7. You will be asked to provide basic information listed in the Reporting
Form to assist investigation. Please be specific and avoid generalizations.
● Reports may be made anonymously.
● Reports must be made in good faith. It is a breach of the Employee Handbook to make a report
about an TELUS employee other than in good faith.

Protection for reporting

● The Employee Handbook protects employees who act in good faith from retaliation.
● Every effort will be made to maintain confidentiality for those who contact the TELUS Ethics Office to
report a concern or violation, although limited disclosure may be necessary in some cases to
effectively conduct an investigation.

How the report will be handled

● Reports will be received by the Director – Ethics & Controls Compliance or another member of the
Ethics Office at TELUS. The person who made the report will be contacted if their identity is known,
in order to acknowledge receipt of the Report and to explain the investigation process.
● The TELUS Ethics Office will initiate the investigation, and will involve subject matter experts as
necessary. The investigation will be independent, objective and thorough.
● Disclosure may be made to appropriate authorities where required by law.
● Records of the Report and investigation, including contents of meetings, interviews, results of
investigations and other relevant material, will be maintained by the TELUS Ethics Office in a
separate file. Disclosure of information will be strictly limited on a need-to-know basis only.

How report will be concluded

● Any breach of company rules or regulations, or questionable business practices and accounting will
be reported to senior management with recommendations for action.
● If the identity of the employee is known, he or she will be advised of the result of the investigation,
recommendations and corrective action.

Ethical issues reported to the TELUS Ethics Office will be summarized quarterly and reported to the Audit
Committee of the Board of Directors of TELUS Corporation, together with the results of investigations,
recommendations and corrective action.

III. TELUS Respectful Workplace Policy

Everyone in TELUS is ensured to receive a consistent message about the importance of respectful behaviors
as it is an important part of creating a welcoming, inclusive, fun and exciting place to work. Everyone is
encouraged to participate in a face to face or online training of the Respectful Workplace policy for several
reasons:

● The company believes that a better understanding of respectful workplace behavior is required.
● Will help TELUS stay current with human rights standards and best practices

IV. TELUS’ Commitment

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 ● TELUS is committed to creating and maintaining a work environment in which all individuals are
treated with dignity and respect
● Each individual has the right to a workplace that is free of discrimination and harassment and has the
obligation to treat others in the same manner.
● Respectful behavior is the standard for our interactions with each other, extended team colleagues,
direct reports, managers, customers, suppliers, contractors and members of the external
communities.

Under the Respectful Workplace policy, individuals are protected from:

● Discrimination; which means treating people differently, negatively or adversely because of a

prohibited ground. Withholding or limiting opportunities or jobs.
● Harassment; which is any unwanted physical or verbal conduct that offends or humiliates an
individual based on a prohibited ground, and can interfere with the individual’s ability to do one’s job.
● Serious Inappropriate Conduct; which is not based on any prohibited ground, but such
unprofessional behavior, conduct or comment is directed towards an individual or a specific group of
people
● Poisoned Work Environment; which is a behaviour that no action has been taken to resolve and
could result in harassment or discrimination. This type of behavior is not directed against an
individual or a specific group of people in the workplace, and may or may not be based on
prohibited grounds

Where does this policy apply?

Work related:
▪ assignments & activities on or outside of company premises
▪ conferences or training sessions
▪ travel
▪ social functions

Prohibited Grounds

Prohibited grounds are inappropriate comments or conduct directed towards a person or a group’s

▪ Religion
▪ Age
▪ Sex
▪ Sexual Orientation
▪ Marital Status
▪ Family Status
▪ Disability
▪ Conviction of a crime which pardon has been granted

Resolution Process

It is our goal to resolve any issue the soonest possible time to minimize the impact on everyone involved, this
includes the group’s morale and the personal well-being of the complainant and the respondent. It is always
encouraged that respondents be made aware of the situation using various techniques to resolve the
situation. If the complainant cannot resolve informally, or if it results in an unsatisfactory conclusion, a formal
resolution can be pursued

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Process:
● Refer to the respectful workplace policy.
● Inform the respondent that the behavior is unwelcome.
● Report your complaint to any of the points of contact.

Your right for Formal Resolution

All formal resolutions will be Initially conducted by your immediate supervisor and can be escalated to your
program head or Employee Relations should there be any unsatisfactory response.

All complaints shall go through what is called the “reasonable test”. This means that the investigating person
will ask a series of questions to assess the validity of the complaint.

● Is it conduct or comment?
● Is it known (or ought to reasonably be known) to be
unwelcome or offensive to a reasonable person?
● Is the comment or conduct rooted in any of the prohibited grounds or does it contravene TELUS’
RW Policy?
● Did the comment or conduct serve a legitimate work-related purpose?
● Did the comment or conduct have a negative effect on the individual or work group?
● Were the effects those that a reasonable person may have experienced?

Parties will be advised of the outcome and recommendations on correcting the behavior can be made.

Should an unacceptable behavior be found:

● The Manager of the complainant or Employee Relations will work with the Manager of the
respondent to review the investigation report and recommend appropriate corrective action.
● Notation of corrective action will be placed on the respondent’s file.

Should no unacceptable behavior be found:

● If the complaint was made in good faith, it will be dismissed.

● No notation will be put on the complainant or respondent’s personnel file.

It is very serious to make a complaint in bad faith or with the intent to harm another. Should an investigation
confirm that a complaint was made with the intent to harm, another corrective action will be taken.

In most circumstances, it is the Complainant’s decision whether to proceed with an investigation. However,
there are exceptional circumstances involving an impact to another person such as poisoned work
environment or safety issues.

Retaliation or reprisal against any employee who files a complaint alleging harassment, or against anyone for
having been associated with a person who has invoked this Policy will not be tolerated”

Everyone must make best efforts to keep complaints confidential. Confirmed breaches of confidentiality will
result in corrective action.

June 30, 2022

Date: _________________ Laika Mae D. Cariño
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Appeal Process

If unsatisfied with the outcome, the Complainant or the Respondent can follow the appeal process through
Employee Relations or the VP for Human Resources. The appeal process will not be a ground for a new
investigation, unless, in the opinion of the Respectful Workplace Officer, the investigation did not follow due
process.

Your signature hereunder shall be taken to mean absolute understanding of and compliance to all the
provisions in the foregoing.

REVISION HISTORY

Rev. No. Description of Change Author Date Approved by:

1.0 Initial Draft Jorge Ejercito

1.1 Updated Nesting Phase KPI Jorge Ejercito 03/24/2022

Approvals
Department: TIP Learning Services
Document ID: T-Mobile Learner Expectations Guide (LEG) v1.1
Version: 0001 Revision: 0001

APPROVERS
Date
Designation/Title Department Name Signature Approved
Manager Learning Services Jorge Ejercito 03/24/2022
Senior Manager Learning Services Ric Villasenor 03/24/2022

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 Senior Manager Operations Kristino Valle 03/24/2022

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