848730

PROPRIETARY AND CONFIDENTIAL. Unauthorized reproduction is strictly prohibited.
HUMAN RESOURCES DEPARTMENT |2021
1
PROPRIETARY AND CONFIDENTIAL. Unauthorized photocopying is strictly prohibited. HUMAN RESOURCES DEPARTMENT |2021
2
3
PROPRIETARY AND CONFIDENTIAL. Unauthorized photocopying is strictly prohibited. HUMAN RESOURCES DEPARTMENT |2021
PROPRIETARY AND CONFIDENTIAL. Unauthorized reproduction is strictly prohibited. HUMAN RESOURCES DEPARTMENT |2021
Congratulations on joining our FGC family! We are thrilled

to have you with us. We believe that you will do great
things and we hope you will always feel free to innovate,
share your thoughts and inspire some positive changes.
We look forward to helping you make waves.
This handbook has been designed to give you some

necessary information while you’re working at Fredley
Group of Companies (FGC). It is important for you and us
that you read and understand all the policies and
guidelines written in this handbook. The holder and/ or
receiver of this material is now accountable for its content.
If this manual does not solve a problem or question you
might have, please don’t hesitate to ask a member of the
Human Resources Department to explain anything you do
not understand.
We encourage you to read through this manual and

explore the story, values, mission, vision, and culture of
Fredley Group of Companies. We hope you find success
in every endeavor. Good luck!
Changes in Policy
This manual supersedes all previous employee manuals and memo.
While every effort is made to keep the contents of this document
current. FGC Management reserves the right to modify, suspend, or
terminate any of the policies, procedures, and/or benefits described
in this handbook with or without prior notice to employees.
4
Brewing a cup especially made for you.

With over 350 branches in Macau,
Vietnam, China, United States, Canada,
Malaysia, Singapore, Macao Imperial Tea
is now brewing in the Philippines! Macao
Imperial Tea - Philippines is proudly
brought to you by the Fredley Group of
Companies.
Fredley Group of Companies is a

Philippine-based master franchise
collection of over 200 restaurant and café
branches operating nationwide with more
than 1,000 employees and 9 separate
brands.
Established 7 years ago in 2014,

the company initially invested a
total capital of 5 million pesos.
With the rapid growth over the
past years, the group is now
being valued more than 500
million pesos in the market.
Brand portfolio includes Macao

Imperial Tea, Nabe Japanese
Izakaya and Hot Pot, Mitasu
Yakiniku, New York Fries &
Dips, Hosaku International
Buffet, 107 Co-Working by
Macao Imperial Tea, Liang
Crispy Rolls, Café Kitsuné and
Maison Kitsuné.
The company aims to be
publicly listed in 2025
5
Avin C. Ong is a self-made

entrepreneur. He is the Founder
and Chief Executive Officer of
the Fredley Group of
Companies, a master franchise
collection of 200 restaurants
and café branches operating
nationwide with nine separate
concepts in the company
portfolio, including Macao
Imperial Tea, Nabe Japanese
Izakaya and HotPot, Mitasu
Yakiniku, New York Fries &
Dips, Liang Crispy Rolls, Café
Kitsuné and Maison Kitsuné.
Unknown to many, Avin once

packed and assembled hangers to
help his family to make a living. He
got himself into tutoring at the age
of 7, and even dabbled in the food
and beverage industry as early as
high school, selling fruit shakes at
the nearby wet market.
In 2018, he was adjudged as an

Injap Sia Outstanding Young
Entrepreneur. He was also hailed
as a young visionary restaurateur in
the Asian Dragon Magazine, among
many other features. Despite his
busy schedule at work, Avin also
spends his time giving back to the
community. He spearheads the
company’s corporate social
responsibility initiatives and is also
a Street Educator.
6
7
8
9
Although known globally as the ‘Vegas of China’, Macau is more

than just casinos. Macau is beautiful, vibrant, and alive, and this
change in perspective is what we want the world to see. As one
of the fastest-growing cafe chains that's proudly born in Macau,
Macao Imperial Tea takes a deeply-rooted approach that
highlights a mix of the rich Macanese culture and a personalized
experience. Genuine, memorable, and special -- this is what
Macao Imperial Tea brings in each and every cup that’s
especially made FOR YOU.
With over 350 branches in Macau, Vietnam, China,
United States, Canada, Malaysia, Singapore,
Macao Imperial Tea is now brewing in the
Philippines! Macao Imperial Tea - Philippines is
proudly brought to you by the Fredley Group of
Companies.
10
The Japanese have long

regarded the image of
people gathered around a
“nabe” (meaning "pot") as
a symbol of family
gatherings. This is what we
envision in every table at
Nabe: a hearty gathering.
Gather around, and let’s
have
#NabeMomentstogether.
11
Mitasu Charcoal Yakiniku offers premium quality

meat for charcoal grilling. This process, combined
with only the best ingredients from our kitchen,
makes the perfect and M-azing grilled dishes that
are sure to fulfill every craving.
A Japanese term for "fulfill", Mitasu lives up to its
name with the many kinds of Japanese favorites
that will certainly leave a lasting impression. With
the crispiest tempura to the freshest sashimi and
comforting ramen, Mitasu fills up biggest and
even the smallest of appetites.
Lighting up smiles with every lighted up grill. This
is the #MitasuExperience
12
13
Inspired by a popular street food in

Taipei’s Shilin Night Market: the scallion
pancake. The brands founder, Chai Lei,
has since developed the perfect crispy
roll-a crisp golden brown paratha that’s
both crispy and fluffy. Now, Liang’s
Crispy Rolls is known as the “Number 1
scallion pancakes” in China.
From it’s humble beginnings, Liang

Crispy Rolls has now grown to 12,000
outlets across Asia, North America and
now, we are excited that its finally in the
Philippines. The Fredley Group of
Companies is proud to bring over yet
another world – class brand to the
Filipinos, with Liang Crispy Roll.
14
Meaning a “bountiful harvest” in
Japanese, the whole Hosaku

experience is a harvest of many
things. A grand buffet of
internationally – inspired food, it is
a harvest or gathering of only – of
– its – kind food stations. Hosaku
brings you brand new experiences
of being able to harvest a holistic
gastronomic journey.
From the dining

experience to special
moments shared among
our customers, Hosaku is
surely a place for a
wonderful and bountiful
harvest.
15
Macao Imperial Tea

introduces a modern and
stylish space that is a blend
of urban and international
coffee experience in the
Philippines through 107 Co -
Working. 107 Co- working by
Macao Imperial Tea is a co-
working space that’s the first
of its kind – offering crowd
favorites and venues that are
ideal for productivity. The
Fredley Group of Companies
is proud to bring the homey
feel that Macao Imperial Tea
is known for, together with
spaces that encourage
collaboration.
16
Café Kitsuné pays tribute to the pleasure of enjoying a quality coffee in

locations that are both modern, cosmopolitan and welcoming. The
menu is complemented by a variety of hot and cold drinks as well as
sweet and savory treats. Loyal to its origins Café Kitsuné’s menu
proposes French - Japanese specialties such as the famous Matcha
Latte, Chai Latte and Iced Yuzu, the classic baguette sandwich, the
pistachio Chiffon Cake –a light and spongy cake adored by the
Japanese – and the short bread in the shape of a fox, Maison Kitsuné’s
emblematic signature since the very beginning.
17
Kitsuné is the Japanese word for fox, a symbol of

versatility. Legend has it, the fox possesses the
power to change its appearance, just like Maison
Kitsuné knows how to adapt its repertoire
according to inspiration. Since the brand’s inception,
this mythical animal has been Maison Kitsuné’s
signature logo, fluidly working its way in, here and
there – and of course, shifting faces along the way. 18
19
To create a harmonious and comfortable workplace, the company created policies and
guidelines to provide a decision- making framework that will ensure integrity and fairness
when issues arise.
FGC PROVIDES EQUAL EMPLOYMENT OPPORTUNITY
Our company hires only on the basis of qualifications, experience, performance and ability
to perform. We do not discriminate any employee or applicant based on the individual’s
race, color, religion, gender, age, national origin, citizenship, marital status, sexual
orientation, or any other protected classification. We trust every employee to ensure that
this policy is implemented to avoid discrimination. We expect everyone to share the
responsibility of maintaining a work environment free of discrimination. As such violators of
this policy will be given corrective action, up to and including termination of employment.
HOW DO WE HIRE?
1. The Human Resources Department conducts verification of candidate’s background to

ensure that the prospective candidate is qualified and suitable for the proposed
employment.
2. All applicants are required to complete the employment application form. Disclosure of
negative information is not an automatic bar to employment. All relevant factors and
circumstances shall be considered. However, falsification, misrepresentation, or
omission of information is a legitimate reason to deny or terminate employment at any
time.
3. All information received relative to recruitment will be maintained by the HR
Department in a highly confidential file.
4. The company does not prevent employees to have personal relationships as long as
these do not conflict with organization’s interest.
FGC prefers not to re-hire employees whose employment had been terminated or who had
voluntarily resigned for any of the following reasons:
• Breach of the Code of Conduct
• Performance issues
• Habitual absenteeism
• Any other reason for termination by the company in compliance to the
Labor Code of the Philippines..
A former employee, without pending cases or violations as stated
above, may re-apply after one (1) year of separation from the
company
20
Each new employee regardless of his/her level of seniority & background

is subject to a probation period. An employee is on probation in accordance to the
local procedure. Confirmation/ non- confirmation for regular appointment is issued
by the Immediate Superior in consultation with HR Head, based on confirmation
appraisal report submitted the Head of the Department at least 4 weeks before
the initially agreed end of probation.
To ensure that exiting employee exits on a pleasant note with minimum loss to the
organization and self, the company will be implementing the following policies and
procedures to regulate various kinds of exits and their consequences.
In case of voluntary or involuntary exit (except for termination for cause), every
employee is subject to a notice period of thirty (30) days. Employees are expected
to inform the company of their resignation in writing.
An employee may resign from his/her employment at any time subject to the
notice period mentioned above. It is the employee’s responsibility to adhere to
all required formalities and it is the responsibility of the superior to inform the
Human Resources Department. The HRD shall assist the employee in the
completion of such formalities. The company may withhold settlement of final
pay and remaining benefits of the employee until such time as full payment is
realized from the employee in case of any recovery.
Date of notice of resignation is defined as date of receipt of resignation by
superior in writing. Under exceptional circumstances, if the reporting manager is
satisfied he/she may release the employee early. However, early release shall
be discussed and approved by the HR Head based on the Company’s needs.
21
Employee work schedule will be set up to fit in

with their responsibilities and activities. Work
schedule for the following week are posted in the store.
Employees are expected to know their schedule. If an employee need an
off after the schedule have been posted, it is the responsibility of the
employee to find a replacement. The replacement shall be approved by
the manager of the requested shift.
All request and changes in the schedule must be written, stating the
reasons and duration of changes, and must be approved by the Manager
on Duty. All request has to be made before the weekly work schedules
are prepared.
In an emergency situation, the employee shall contact his/her manager

for approval of time off at least four (4) hours before the scheduled shift.
Absence without permission or advanced notice (No Call, No Show) will
be considered a resignation and the employee will be terminated.
Time- clock procedure: Be properly uniformed before ‘punching in’.

Failure to ‘punch in/out’ will be considered absent on that date.
All employees are given not less than 60 minutes time- off for their
regular meals. An employee must clock-in/out in availing the time- off for
Store- based employees.
Our restaurant operates 7 days a week. 12

months a year. The normal hours of work of any
employee shall not exceed 48 hours a week.
(The Labor Code of the Philippines, Presidential
Decree No. 442, Article 83) Head Office is open
every Monday - Friday.
22
The company believes that the success of any business depends on the
people in the organization. It is the goal of the company that we grow
together and have a collaborative atmosphere. The key element to every
relationship and growth is communication.
To promote and establish an open communication, we encourage each and

everyone to discuss any concern and/or challenges they have by following
the chain of command.
The essence of having chain- of- command or a structured hierarchy is to

establish an effective management in the organization for a smooth growth
and prosperity of the company.
How it works?
• Team members report to their team supervisor

• The team supervisor reports to the Department Manager/ Department Head
• For Operations, service personnel to OIC and OIC reports to the Operations
Manager
• Operations Manager reports to the Department’s Director
• And finally, the Director reports to the President
If a problem arises, each tier of management (first-

line/ middle/ top) should have the opportunity to
handle it however they see fit. If the problem
cannot be resolved at their level, it is forwarded up
the chain-of- command. Issues shall be elevated
only if the immediate superior cannot provide a
satisfactory resolution.
We are encouraging everyone to practice

implementing the said hierarchy and refrain from
jumping ranks or reporting to whomever an
employee wants. This is to establish courtesy and
effective communication with our immediate
superior. When employees follow this protocol,
issues can be handled smoothly and efficiently. Let
us cultivate a healthy, productive atmosphere
while encouraging collaboration and respect
among each other.
23
24
The Code of Business Ethics has been designed to provide

principles in communicating the professional values that govern the
activities of the Company and how it deals with employees, external
entities and stakeholders. The Company entrust all its employees and
representatives act in accordance with the highest standards of
personal and professional integrity in all aspects of carrying out their
actions.
I. WORK ENVIRONMENT
1. Honesty & Integrity

All employees are expected to exercise fair business practices,
accurately, honestly and with integrity in representing themselves and
the company’s products and services. Everyone is expected to be
honest and truthful in all its actions.
2. Fair Treatment
The company promotes a workplace where employees will feel respected and treated
with fairness & dignity. Employees are expected to show respect with their co-workers,
business partners, customers, suppliers, and stakeholders. Employees will not engage
in any conduct that could be considered as disrespectful, intimidating, aggressive,
violent or harassing, including any form of sexual harassment.
3. Respect for the Individual

Threats, threatening language or any other acts of aggression or violence made toward
or by any employee are strictly prohibited. A threat includes any verbal or physical
harassment or abuse, any attempt at intimidating or instilling fear in others, aggressive
gestures, flashing of weapons, stalking or any other hostile, aggressive,
injurious and or destructive action undertaken for the purpose of
domination or intimidation. Weapons are prohibited in all FGC sites or
properties.
4. Diligence at work
The management trust
its employees to strive
for excellence in
achieving the company’s
objectives and maintain
a high standard of
ethical behavior and
comply with the laws,
regulations, rules and
policies of the Company.
25
5. Health & Safety
The Company is committed to providing a safe and healthy
work environment for all of its employees. As such, employees
are also responsible for taking necessary precautions to protect
themselves, their family and co-workers, including immediate

reporting of accidents, injuries and unsafe practices or
conditions to their supervisor/manager. It is also prohibited to
work under the influence of any substance that could impair
judgment or interfere with the effective and responsible
performance of one’s duties.
6. Alcohol and Substance

To protect the Company, its employees and the public, the
Company reserves the right to take appropriate measures to
prohibit the consumption of alcoholic beverage and/or use of
illegal substance within the company premises, time or
business function. The Company also reserves the right to
require drug or alcoholic screening test during employment.
II. RELATIONSHIP WITH STAKEHOLDERS
1. Customers (internal and external)

Everyone is responsible for meeting the needs of our
customers. We deal with our customers in an honest,
responsive, respectful, and courteous manner. We do our best
to build the trust of our customers by providing them high
quality and reliable products and services at all times.
Employees are expected to conduct themselves in a
professional manner and does not bring disrepute to the
Company.
2. Suppliers
The Company deals with its suppliers in a fair manner.
Decisions to purchase products and services are based on the
Company’s interest in taking into account factors such as
quality, price, performance, suitability, and reliability. Any
employee involved in making such decisions should be careful
to avoid any conflict of interest or the appearance of any
conflict of interest.
3. Conflict of Interest
Employees are not allowed to make any business or trade,
which is in conflict with their duties, or with the Company’s
interest or which may cause the employee to have direct or
indirect interest in any contracts or works related to the
Company’s activities or to which the Company is a party.
Potential employee’s conflict of interest may include the
following:
a. Other employment outside of the Company which might

interfere with the interests on the Company or its
customers, or which adversely affect the performance of
the employee’s duties with the Company
b. Becoming an officer, agent or director of any Company
c. Conducting trade or business on a personal basis 26
4. Gifts and Entertainment
Employees are highly discouraged to accept any form of gifts
or favors that will create an obligation to the donor.
III. BUSINESS INFORMATION
1. Confidential Information
Every employee plays a key role in protecting the information
entrusted by the Company. Therefore, employees must not
disclose any confidential information of the company, prevent
it from being communicated to anyone outside the
organization or others who might use it to their own
advantage. It is unacceptable for employees to make
reference and personal statements or give testimonials to any
member of the media and government regulatory bodies. Only
designated spoke person in the Company are allowed to
speak in behalf of the company. Good information security
practices must be observed at all times such as:
• Do not share passwords.

• Secure workplace. Do not leave sensitive or confidential
information unattended in your desk. Lock desk drawers
when not in use.
• Properly dispose documents, memos, e-mails or other
documents that contain confidential or sensitive
information by shredding.
• Always lock computer (ctrl-alt-del) when the work area is
unattended
2. Employee Information
The company collects information from employees for the
purposes of benefits enrollment and other services. The HRD
ensure that all employee information are only use for
business/ legal purposes and only provide it to others who are
authorized to have it.
3. Records
Employees shall comply with the document/record retention
procedures of the Company. The employee is prohibited from
destroying and stealing any document/record or copies
thereof from the Company’s files.
IV. Safeguarding Company Assets and Resources
1. Company Property
Employees shall take adequate steps to safeguard and
properly use all company assets and protect them from
misuse, loss or damage. Company property includes facilities,
equipment, supplies, raw materials and other physical assets.
Employees must not (i) get, use or divert Company property
for personal use or benefit, (ii) Alter or destroy company
property without authorization, or (iii) remove company
property or use company services without prior management
approval.
27
2. Company Funds
If an employee has an access to company funds, the employee must
handle it in a responsible manner. Company funds may include cash,
cash equivalents, company credit cards, invoices and other
documentation that represent funds transactions. Company funds
shall be used for business purposes only. Thus, all transactions shall
be properly recorded.
3. Information Resources
Employees shall be responsible for protecting the information
possessions (like computer hardware, software and data) from
damage, unauthorized alteration/access, theft, fraudulent
manipulation or use.
4. Internet Access and Usage

Access to the internet is provided as a communications tool and
information resource solely to facilitate the performance of job related
functions. Employees are prohibited from using the internet for any
malicious/illegal purposes such as:
a. Engaging in illegal, fraudulent, or malicious conduct;
b. Working on behalf of organizations without any professional or
business affiliation with the Company;
c. Sending, receiving, or downloading/storing offensive, obscene,
or inflammatory materials;
d. Obtaining unauthorized access to any computer system;
e. Using another individual’s account or identity without explicit
written authorization;
f. Visiting sites, which are, inappropriate in a public or business
environment
5. Email Usage
Employees provided with e-mail facility are expected to respond
promptly to emails. While absent from office, the employee shall
ensure that the out-of-office notification is sent out ahead of time to
ensure that important and urgent matters will be addressed to the
appropriate representative.
Personal emails should be sent with discretion; this includes, but is

not limited to:
a. Unauthorized attempts to access another’s email account;

b. Transmission of sensitive or proprietary information to
unauthorized persons or organizations;
c. Transmission of obscene or harassing messages;
d. Transmission of offensive material or solicitations for
commercial ventures, religious or political causes or other non-
job related solicitations
e. Any illegal or unethical activity or any activity which could
adversely affect the image of the Company
6. Charity Solicitations
While the Company supports altruistic and charitable initiatives, the
company discourages outside agencies from directly soliciting
contributions within the company premises except those officially
permitted by the management. Additionally, employees are highly
discouraged from soliciting contributions, donations, or selling tickets
from their co-employees for any reason whatsoever. All requests for
charity shall be referred to Human Resources Department, and HRD
shall decide on the merits of the request and the appropriate course
of action to take. 28
In order to maintain a safe, healthy and enjoyable working environment, we will be

implementing rules for all employees to follow. The following policies are designed to be
consistent with all employees so that everyone works together as a team. Please read,
understand and follow them all for your own success and safety.
Violations of policies will result in disciplinary actions. Disciplinary actions could include
suspension or termination. Discipline will vary according to the circumstances of a
particular situation as determined solely by the FGC Management.
In situation where serious offenses have occurred or are suspected to have occurred
(theft, unlawful acts, gross misbehavior, intoxication, substance abuse, sexual
harassment, insubordination, etc.), it may be necessary to use an investigation period.
During this period, the employee may be unscheduled. At the conclusion of the
investigation, a disciplinary determination shall be made. Depending upon the results of
the investigation, prior work history, and the severity of the offense(s), the disciplinary
action will range from a warning to a termination of employment.
IMMEDIATE TERMINATION WILL RESULT WHEN THE FOLLOWING POLICIES ARE
VIOLATED (These policies can also result in prosecution):
1. Theft
2. Giving away free (unauthorized) food
3. Theft and pilferage of raw product
4. Theft and pilferage of cooked/ prepared product
5. Theft of other employees’ personal belonging
6. Theft of promotional items
7. Theft of customer’s belonging
8. Theft or willful damage of store property
9. Use, possession or sale of drugs on store premises
10. Bringing or allowing any type of weapon on the store premises
11. Violation of any federal, state, or local law.
12. Use or possession of alcohol on store premises
13. Customer discourtesy
14. Falsifying and/or altering any documents such as time card, personal data,
receipts, invoices, etc.
15. Horseplay or general misconduct
16. Fighting on store premises during work shift or as a customer
17. Insubordination to any member of the management team
18. Disclosing to any person, including television, radio and print or
social media representatives, any confidential information
relating to the company, its business, its employees, its
customers, finances or trade secrets.
29
GENERAL GUIDELINES:
1. Employee discipline is a line of function; the immediate superiors are

tasked to initiate disciplinary action when necessary.
2. The code of conduct shall apply to all employees of Fredley Group of
Companies and its subsidiaries. Whether an employee is on duty or day –
off, as long as she/he is within the company premise.
3. An employee shall not be excused from appropriate actions or penalties
contained herein on the reason of ignorance on the rules and regulations.
4. Disciplinary actions shall be enforced on progressively increasing gravity.
Wherein, the disciplinary action given to an employee may increase
depending on the frequency the offense is committed. However, this is not
applicable to grave/major offenses.
5. Due process shall be observed at all times. Management reserves the right
to impose lighter or graver penalty than what is indicated in the Code of
Conduct after considering the circumstances surrounding the case.
6. Disciplinary action notices and memo are enforced for twelve (12) months
or one (1) year before they are voided.
7. In all violation involving loss or damage to company property, the
employee shall be required to pay the cost.
8. Suspension actions shall be based on working days. Suspended
employees shall be barred from entering company premises.
9. The Code of Conduct is not intended to be restrictive nor encompassing,
the company, whenever necessary, may promulgate, delete or amend
necessary rules and regulations which shall automatically form part of this
code.
IMMEDIATE TERMINATION WILL RESULT WHEN THE FOLLOWING

POLICIES ARE VIOLATED (Based on the Labor Code of the Philippines,
Article 282)
1. Serious misconduct or willful disobedience by the employee of the lawful

orders of this employer or representative in connection with his work;
2. Gross and habitual neglect by the employee of his duties;
3. Fraud or willful breach by the employee of the trust reposed in him by his
employer or duly authorized representative;
4. Commission of a crime or offense by the employee against the person of
his employer or any immediate member of his family of his duly
authorized representative; and
5. Other causes analogous to the foregoing.
30
The Code of Conduct is composed of nine (9)

categories namely:
CATEGORY I – ATTENDANCE
CATEGORY II – INSUBORDINATION
CATEGORY III – NEGLECT OF DUTY
CATEGORY IV – FRAUDS & ACTS OF DISHONESTY
CATEGORY V – MISCONDUCT & MISDEMEANOR
CATEGORY VI – SABOTAGE AND DAMAGE TO PROPERTY
CATEGORY VII – HEALTH, SANITATION & SAFETY
CATEGORY VIII – SAFETY & SECURITY
CATEGORY IX – OTHER OFFENSES
CATEGORY 1: ATTENDANCE
CORRECTIVE
INFRACTIONS
ACTIONS
1st offense – Written Warning
1.1 Tardiness of three (3) times or a total 2nd offense – 3 days suspension
loss of thirty (60) minutes in one payroll 3rd offense – 6 days suspension
cut-off. 4th offense – 15 days suspension
5th offense - Termination
1st offense – 3 days suspension

1.2 Absence without Official Leave
2nd offense – 6 days suspension
(AWOL) or failure to notify superior of
3rd offense – 15 days suspension
inability to report for work. 4th offense - Termination

1.3 AWOL for 4-5 consecutive working nd
2 offense – 15 days suspension
days. 3rd offense – Termination
1.4 AWOL for 6 consecutive working days

is considered ABANDONEMENT OF 1st offense –Termination
WORK.

1.5 Absence that occur within the case of 2nd offense – 6 days suspension
schedule swapping 3rd offense – 15 days suspension
1.6. Extending break time. 3rd offense – 6 days suspension
4th offense – 15 days suspension
31
CATEGORY 1: ATTENDANCE
CORRECTIVE
INFRACTIONS
ACTIONS
1.7 Non- punching of timecard/ failure to 2nd offense – 3 days suspension
log- in/out on biometrics more than twice 3rd offense – 6 days suspension
(2x) in a month 4th offense – 15 days suspension
1.8 Erroneous punching of timecard more
than twice (2x) in a month 4th offense – 15 days suspension
1.9 Failure to return/ report to work after st

1 offense –Termination
break time without justifiable reason

1.10 Failure to file request form/ leave of
absence on time or any prescribed form 4th offense – 15 days suspension
32
CATEGORY 2: INSUBORDINATION
CORRECTIVE
INFRACTIONS
ACTIONS
2.1 Refusal to follow work schedule nd
without valid reasons. 3rd offense – Termination
2.2 Refusal to render overtime, rest day 1st offense – 6 days suspension
or holiday work when required without 2nd offense – 15 days suspension
valid reason. 3rd offense – Termination
2.3 Unauthorized change of work 1st offense – 6 days suspension

schedule without permission from 2nd offense – 15 days suspension
superiors. 3rd offense – Termination
2.4 Failure to attend official and 1st offense – 6 days suspension

scheduled meeting without valid 2nd offense – 15 days suspension
reasons. 3rd offense – Termination
2.5 Physical assault upon one’s st

superior or management employee.
2.6 Gross disrespect, rudeness,

arrogance or any other unbecoming 1st offense –Termination
behavior towards a superior.
2.7 Threatening, coercing, intimidating

or subjecting to verbal abuse one’s 1st offense –Termination
immediate superior.
2.8 Failure, refusal or deliberate st
resistance to submit oneself from nd
checking of bag and other articles 3rd offense – Termination
before leaving the company premises.
2.9 Failure or willful refusal to accept or

carry out a verbal or written job
assignment or legitimate work
instruction issued by an Immediate 1st offense – 6 days suspension
Superior without valid reason. This 2nd offense – 15 days suspension
includes changes in prescribed system 3rd offense – Termination
or procedure or a change thereto for a
work, an activity or operation, stock
ordering, receiving, etc.
33
CATEGORY 3: NEGLECT OF DUTY
CORRECTIVE
INFRACTIONS
ACTIONS
3.1 Inattention, carelessness, neglect and 1nd offense – Written Warning
st

forgetfulness in performing work duties and rd
responsibilities or obligations to the 4th offense – 15 days suspension
company 5th offense - Termination
3.2 Failure to immediately report serious

concerns or issues to ones immediate
superior especially when it affects or it may
affect the company, causing delay in 3rd offense – Termination
business operations or grievance against
any person.
3.3 Failure to make immediate notification
and report to the management violations 1st offense – 6 days suspension
made/ incurred by co- employees which 2nd offense – 15 days suspension
may warrant issuance of a disciplinary 3rd offense – Termination
action.
3.4 Improper or incomplete/ non- 1st offense – Written Warning
accomplishment of reports or documents in
relation to employee’s duties & 4th offense – 15 days suspension
responsibilities on time. 5th offense - Termination
3.5 Late in attendance during scheduled
meetings and seminars 4th offense – 15 days suspension

3.6 Not attending scheduled meeting and nd
seminars without justifiable reasons. 3rd offense – Termination
3.7 Company wasting time. Pursuing any

personal interest on company time including
sleeping, loitering, discussing personal
business/ interest, or having a prolonged 3rd offense – Termination
conversation with anyone while on duty for
non- official business.
3.8 Deliberately leaving work of place while 1st offense – 6 days suspension
on duty, deviating from assigned or usual 2nd offense – 15 days suspension
role without proper authorization 3rd offense – Termination

3.9 Willful refusal in entertaining customer nd
complaints 3rd offense – Termination
3.10 Bringing or using cellular phones 1st offense – Written Warning
during work hours for non- official business 2nd offense – 3 days suspension
and charging of mobile phones and other 3rd offense – 6 days suspension
gadgets without approval of the immediate 4th offense – 15 days suspension
superior. 5th offense - Termination
34
CATEGORY 3: NEGLECT OF DUTY
CORRECTIVE
INFRACTIONS
ACTIONS
3.11 Carrying money within one’s self while
on duty 4th offense – 15 days suspension
3.12 Recklessness in handling food items
and other store materials 4th offense – 15 days suspension
3.13 Failure to report any accidents st
involving company vehicles/ assets nd
occurring on official time that may result to 3rd offense – Termination
company liability
3.14 Neglect of personal hygiene or
grooming. 4th offense – 15 days suspension
3.15 Failure to wear prescribed uniform 2nd offense – 3 days suspension
and/or identification card upon entering the 3rd offense – 6 days suspension
company premises or while on duty 4th offense – 15 days suspension
3.16 Failure to wear complete uniform or 1st offense – Written Warning

improper use of uniform including faded,
wrinkled, dirty, burned and stinky while on 4th offense – 15 days suspension
duty. 5th offense - Termination
3.17 Gross negligence or acts of omissions

done with deliberate intent to violate the st
company duties, responsibilities and
obligations.
3.18 Negligence in the performance of 1st offense – 6 days suspension

duties resulting to losses or damages 2nd offense – 15 days suspension
amounting to Php 5,000 or less. 3rd offense – Termination
3.19 Negligence in the performance of st

duties resulting to losses or damages nd
2 offense – Termination
amounting to more than Php 5,000.
35
CATEGORY 4: FRAUDS & ACTS OF
DISHONESTY
CORRECTIVE
INFRACTIONS
ACTIONS
4.1 Falsification or misrepresentation of
personal records when applying for st
employment at Fredley Group of Companies
and its subsidiaries.
4.2 Falsification or misrepresentation of any

company/ restaurant reports, documents 1st offense –Termination
and/or records.
4.3 Clocking IN and OUT for another

employee or sending someone to clock IN 1st offense –Termination
and OUT for another employee.
4.4 Falsification or unauthorized alteration of st

work hours’ entries.
4.5 Giving false testimony or refusal to give

testimony during any investigation or 1st offense –Termination
administrative fact finding process.
4.6 Giving away or unauthorized disclosure

of FGC trade secrets, standard recipes or 1st offense –Termination
any other information to outsiders.
4.7 Offering or accepting anything of value

in exchange for job, work location or 1st offense –Termination
favorable condition of employment.
4.8 Any act or attempt to falsify official

documents whether for reimbursements,
record or report purposes and all other 1st offense –Termination
documents considered standard to the
company.
4.9 Falsification or misrepresentation of any

company/restaurant reports, documents or 1st offense –Termination
records.
4.10 Submitting false reports and

information affecting safety and security of 1st offense –Termination
the company and its personnel
36
CATEGORY 4: FRAUDS & ACTS OF

DISHONESTY
CORRECTIVE
INFRACTIONS
ACTIONS
4.11 Breach of trust and loss of confidence 1st offense –Termination
4.12 Stealing or attempting to steal from the

company, co-employees, guests and/or st
suppliers regardless of value, including tip,
food and drinks
4.13 Eating/sampling or stealing completed
and uncompleted products, whether in st
fraction or full, or customer leftovers
(Pilferage)
4.14 Misappropriation or embezzlement of
company funds or property and other acts of 1st offense –Termination
dishonesty not covered by any rule
4.15 Unauthorized sale or disposition of st

company property for personal gain
4.16 Substituting or attempting to substitute st

company properties with other items
4.17 Giving false or misleading information

or testimony during a company investigation
or inquiry. Fabrication of evidence against 1st offense –Termination
person to impute a crime or offense against
the person or to evade investigation
4.18 Accepting money, gifts, commissions,

or undisclosed profits capable of pecuniary
estimation by reason of employee’s office or 1st offense –Termination
corrupting from other employee’s in the
company
37
CATEGORY 5: MISCONDUCT &
MISDEMEANOR
CORRECTIVE
INFRACTIONS
ACTIONS
5.1 Leaving post without permission/ st
authorization of superior or without proper nd
handover/ turnover or reliever as required by 3rd offense – Termination
nature of job.
5.2 Loafing or loitering during company 2nd offense – 6 days suspension
time. 3rd offense – 15 days suspension
4th offense – Termination

5.3 Sleeping while on duty. 2nd offense – 15 days suspension
3rd offense – Termination

5.4 Smoking while on duty 2nd offense – 15 days suspension
3rd offense – Termination
5.5 Disrespect, rudeness, verbal abuse,

arrogance or display of unbecoming st
behavior or disorderly conduct in any form to
guest, company officers and co-employees.
5.6 Fighting or disorderly conduct while on st

or off duty within company premises.
5.7 Failure or refusal to cooperate in a st

company investigation when testimony is nd
required.
5.8 Concealing pertinent information leading

to an offense committed by another 1st offense –Termination
employee.
5.9 Encouraging co-employees to violate st

rules and regulations set by the company.

5.10 Shouting, running, joking and other
forms of disorderly or destructive behavior
within company premises. 4th offense – Termination
5.11 Reporting to work while under the st

influence of drugs or alcohol.
5.12 Bringing in prohibited drugs within the st

store premises.
38
MISDEMEANOR
CORRECTIVE
INFRACTIONS
ACTIONS
5.13 Creating, contributing or involvement in 1st offense – 6 days suspension
disturbance resulting in the disruption or 2nd offense – 15 days suspension
delay of operations. 3rd offense – Termination

5.14 Creating or contributing to poor nd
housekeeping or unsanitary conditions. 3rd offense – Termination

5.15 Unauthorized cooking within company nd
premises. 3rd offense – Termination
5.16 Engaging in scandalous or indecent st

acts within and outside company premises.
5.17 Committing acts of sexual harassment. 1st offense –Termination
5.18 Extorting or unauthorized solicitation in

any form and value from co-employees, 1st offense –Termination
subordinate or suppliers for personal ends.
5.19 Refusal to submit to or failure to st

comply with health, safety and security nd
requirements of the company.
5.20 Using profane or abusive language

against a co-employee, guest, visitors and 1st offense –Termination
suppliers while on duty.
5.21 Unauthorized borrowing from the tip st

fund.
5.22 Personal relationships interfering with st

work.
5.23 Unauthorized or illegal possession of

deadly weapons or explosives within 1st offense –Termination
company premises.
5.24 Taking pictures and videos inside the
store premises which capture store
equipment and posters of standards and 1st offense – 15 days suspension
reminders and posting on any social media 2nd offense – Termination
accounts or pages without permission from
the management.
39
MISDEMEANOR
CORRECTIVE
INFRACTIONS
ACTIONS
5.25 Posting pictures on social media 1st offense – 6 days suspension
accounts while wearing uniforms in an 2nd offense – 15 days suspension
appropriate places and scandalous events 3rd offense – Termination
5.26 Moonlighting. Rendering services for

another employer/ entity during working
hours or while in active employment for the 1st offense –Termination
company without the knowledge or approval
from the management
5.27 Graft and corrupt practices within or st

outside the company premises
5.28 Abuse of position. Influence, or

authority to gain profit or unfair advantage 1st offense –Termination
over the company, employee or subordinate
5.29 Paying supplier of more than the total 1st offense – 15 days suspension
amount 2nd offense – Termination
5.30 Intentionally misleading a superior or

co-worker including giving erroneous
instruction or information or making untrue st
statements which causes an established
standard to be violated or wrong action to be
taken
5.31 Making or giving false reason for being 1st offense – 15 days suspension
absent or late. 2nd offense – Termination
5.32 Wrongful means of handling petty cash

or in any forms such as intentional loss and
making false claims of lost cards due to 1st offense –Termination
circumstances like mortgage and other
personal benefits.
5.33 Lending, using or unauthorized usage
of company identification card/ POS access st
or another employee’s password and/or
client code of any nature whatsoever.
5.34 Allowing or causing an authorized or st
non- eligible person to avail of one’s own nd
company privilege or benefit
40
MISDEMEANOR
CORRECTIVE
INFRACTIONS
ACTIONS
5.35 Canvassing, soliciting, or conducting
personal business transaction inside the 1st offense –Termination
company premises.
5.36 Gambling whether for money or for fun

inside the company premises. This includes st
soliciting gambling bets, even though the
gambling takes place somewhere else.
5.37 Participation in any illegal works of

employees which includes theft, passing out st
and illegal drugs within the company
premises.
5.38 Vandalism, posting, defacing or st
removing notices on bulletin boards without nd
proper authorization from the management
5.39 Horse playing, scuffling and playing
around at any time on the company 1st offense –Termination
premises.
5.40 Immoral or lascivious acts with co-
employee or outsiders within the company 1st offense –Termination
premises.
5.41 Uttering words, doing acts, or making st
gesture to a superior which manifestly nd
insulting or disrespectful.
5.42 Borrowing of money or articles of value st
from subordinates and superiors.
5.43 Causing unnecessary distractions to
fellow employees or causing unnecessary
confusion in the workplace including 1st offense –Termination
shouting, catcalling, or demonstration of any
nature.
5.44 Engaging in a relationship with co-
employee of the same branch/ location.
Note: Immediate transfer of employee to any st
location that has job vacancy shall be
advised. However, refusal to follow the
policy shall result to dismissal.
41
MISDEMEANOR
CORRECTIVE
INFRACTIONS
ACTIONS
5.45 Requesting for dates or sexual favors
in exchange for employment, promotion,
continued employment, and any scenario 1st offense –Termination
that may influence a report or performance
rating.
5.46 Showing excessive partiality,

favoritism, or extra privileges to certain 1st offense –Termination
customer.
5.47 Any unacceptable behavior toward and

involving a customer including but not
limited to arguing, debating, fighting, using 1st offense –Termination
offensive language or rude behavior
towards the customer for any reason.
5.48 Deliberate asking for tips from

1st offense –Termination
customers
5.49 Conduct of grossly indecent in nature

or use of profane or obscene language 1st offense –Termination
addressing another person
5.50 Eating while on duty such as chewing
gum, candies, biscuit, etc. that is edible (for
store operations) 4th offense – Termination
5.51 Creating or contributing to public
disturbance or engaging in scandalous st
behavior either inside or outside company
premises.
5.52 Harassment or victimization based on
grounds such as but not limited to race,
gender, sex, marital status, social origin, st
sexual orientation, age, disability, religion,
belief, political opinion, culture, language,
and birth.
5.53 Spreading rumors, fomenting intrigues,
gossiping or committing others slanderous
acts that tend to embarrass a person either 1st offense –Termination
superiors or co- employees or degrade or
damage his honor and reputation.
5.54 Indecency or immoral conduct inside
company premises, this includes bringing
pornographic materials, downloading or 1st offense –Termination
uploading thru computers circulating
intimate interaction and the like.
42
MISDEMEANOR
CORRECTIVE
INFRACTIONS
ACTIONS
5.55 Bullying either intentional or
unintentional in any ways such as physical,
mental, and verbal and including the use of 1st offense –Termination
social media accounts, chat groups, and
mobile messages.
5.56 Deliberately assaulting or inflicting or
attempting to inflict body injury or harm to st
customers, co- employees, and superiors for
whatever reason at anytime or at any place.
5.57 Fighting, instigating, or provoking a

fight with another person for any reason at 1st offense –Termination
anytime or place.
5.58 Posting of malicious statement in any

social media accounts or pages or
commenting and reacting to statement st
which may damage the reputation of
employees, owners, clients, and the
company.
5.59 Commission of sexual harassment acts
including but not limited to giving smutty
jokes, leering or ogling unsolicited or
unwanted suggestive flirtation, displaying
pornographic or obscene pictures, material, 1st offense –Termination
or publication in the workplace, or any
unnecessary touching or brushing against
victim’s body; stalking, voyeurism, or threats
which art sexually oriented.
5.60 Conviction of crime or threatening. 1st offense –Termination
43
CATEGORY 6: SABOTAGE AND
DAMAGE TO PROPERTY
CORRECTIVE
INFRACTIONS
ACTIONS
6.1 Permitting and/or providing assistance to any
person to later on have access to restricted area, 1st offense –Termination
files, documents and the likes.
6.2 Willfully causing damage or loss to company st

property
6.3 Making false statements against the

company, its products and services which could st
result in a negative impact damaging the
company’s reputation or image.
6.4 Entering or attempting to enter or gain access

to an area, perimeter, office or other company st
premises in violation of instructions restricting
such access or entry.
6.5 Sabotage or deliberate acts such as

damaging, destroying or attempting to damage or st
destroy company property or any property within
company premises.
6.6 Removing money from a cash register without st

permission or authority.
6.7 Failure to place the full amount of any sale or

any money received from a customer immediately 1st offense –Termination
into a cash register.
6.8 Failure to report and surrender unclaimed st

change to the immediate superior of any amount.
6.9 Keeping of sales documents such as

duplicate copy of sales, order slips, etc. without 1st offense –Termination
permission or authority.
6.10 Unauthorized reproduction of company
records, books, plans and other official 1st offense –Termination
documents.
6.11 Manipulating of management system such
as POS, deleting of sale items, inventory, senior 1st offense –Termination
citizen, or any other discounts for personal gain.
6.12 Falsifying, manipulating, or tampering any
company records, files, and documents including
forging signatures, deliberately making false 1st offense –Termination
reports or making false entries, making
unauthorized alterations or corrections.
44
CATEGORY 6: SABOTAGE AND
DAMAGE TO PROPERTY
CORRECTIVE
INFRACTIONS
ACTIONS
6.13 Disclosing, linking-out, exposing or revealing
company trade secrets or confidential proprietary
information, files, documents, etc., to outsiders or 1st offense –Termination
unauthorized persons. Civil and criminal charges
must also be filed against the employee.
6.14 Putting up and/or writing unauthorized
posters, messages, propaganda, or graffiti on
walls, halls, corridors, bulletin boards and other 1st offense –Termination
places inside company premises or its immediate
vicinity.
6.15 Deliberately altering, tampering, mutilating,

disfiguring, defacing, or removing company 1st offense –Termination
posters, signs, memos, or announcements.
6.16 Using the name of the company either

expressly or impliedly or any company letter
heads or business forms for activities not 1st offense –Termination
connected with assigned duties or work not related
to official business.
6.17 Deliberately disposing, selling, or giving away

a company property such as disposable cups, st
spoon and fork, take-out plate or of other person’s
within store premises to another without authority.
6.18 Unauthorized use or operation of any

company property for personal purposes, interest 1st offense –Termination
or gain.
6.19 Failure to report any wastage, breakage, loss
or damage immediately as soon as possible to the 1st offense –Termination
immediate superior after the occurrence
6.20 Improper usage as to quantity and operation st

of operating supplies.
6.21 Using of condiments, sauces, plastic bags, or

other container which are intended for customers 1st offense –Termination
use only.
6.22 Allowing outsiders, unauthorized personnel or
relative of the employee to drive or ride in the st
motor vehicle or operate company machinery or
equipment without authority from the management.
45
CATEGORY 7: HEALTH SANITATION &
SAFETY
CORRECTIVE
INFRACTIONS
ACTIONS
7.1 Failure to observe or comply with proper
housekeeping and sanitary rules inside company 1st offense –Termination
premises or its immediate vicinity.
7.2 Failure to report promptly any chronic ailment

or contagious disease to the immediate superior st
and HRD thus, endangering health and safety of
fellow employees or customers.
7.3 Failure to submit promptly the required annual

medical check- up or to report promptly to a doctor st
or hospital for medical consultation or treatment,
despite instruction by the management.
7.4 Malingering or failure to follow physician’s st

advice.
7.5 Smoking/ throwing cigarettes butts within the

store or inside the company premises either on or 1st offense –Termination
off duty
7.6 Bringing in, consuming or trafficking with

alcoholic or intoxicating beverages or any
prohibited drugs or narcotics inside the company 1st offense –Termination
premises or its immediate vicinity or reporting to
work or working under the influence of such.
7.7 Eating any leftover of the customers. 1st offense –Termination
7.8 Removing or tampering safety sigs or device st

without permission of the management.
46
CATEGORY 8: SAFETY & SECURITY
CORRECTIVE
INFRACTIONS
ACTIONS
8.1Overstaying in the outlet after duty without
approval from the immediate superior on duty. st
Overstaying shall mean beyond thirty (30) minutes
after the end of duty.
8.2 Going to or staying inside the outlet when

under suspension without approval from the 1st offense –Termination
immediate superior on duty.
8.3 Organizing or participating in unauthorized

meetings, seminars, etc., at any time inside 1st offense –Termination
company premises or its immediate vicinity.
8.4 Unauthorized interference or tampering with or st

damaging equipment.
8.5 Knowingly and willfully allowing to be relieved

by an employee who is under the influence of 1st offense –Termination
drugs or alcohol.
8.6 Carrying deadly weapon inside company

premises or its vicinity without authority of the 1st offense –Termination
management.
8.7 Possessing or keeping or duplication of any

key lock, pick lock, master-key, or similar devices 1st offense –Termination
without authority.
8.8 Knowingly and willfully allowing or assisting

any outside or unauthorized persons, including st
personal visitors to enter any restricted or off limit
areas without prior permission or authority.
47
CATEGORY 9: OTHER OFFENSES
CORRECTIVE
INFRACTIONS
ACTIONS
9.1 Two consecutive work performance evaluation st
below company standard.
9.2 Failure to comply with established policies,

systems and procedures resulting in financial loss 1st offense –Termination
or damage to property.
9.3 Any accumulation of three (3) different

offenses where the three offenses call for a written 1st offense –Termination
warning.
9.4 Any accumulation of three (3) different
offenses where the three offenses call for 1st offense –Termination
suspension.
The enumeration of offenses under this category is not exclusive. Other

offenses (including violations of established company policies/ offenses
under the Labor Code of The Philippines and offenses punishable under the
Penal Code) not provided for in this code shall subject the employee
concerned to appropriate Disciplinary Action.
SPECIAL PROVISIONS
• Cleansing period for all offenses except attendance and cash handling is
twelve (12) months or one (1) year.
• For attendance and cash handling offense, cleansing period is three (3)
months.
• When imposing proper disciplinary action, the mitigating and aggravating
circumstances shall be taken into consideration.
• If a certain infraction falls under 2 or more categories, the determination as
to the penalty to apply will depend on the mitigating and aggravating
circumstances present.
• If an employee incurs a violation on attendance, he/she will receive 3
months cleansing period after each disciplinary action. When a cleansing
period has been completed, disciplinary action shall start again as first
offense.
• Any two suspensions on attendance within a six (6) month period will lead to
DISMISSAL.
48
49
There are eleven (11) regular holidays in a year under
Executive Order No. 203, as amended by Republic Act 9177,

namely:
• New Year’s Day – January 1

• Maundy Thursday – Movable Date
• Good Friday – Movable Date
• Araw ng Kagitingan – April 9
• Labor Day – May 1
• Independence Day – June 12
• National Heroes Day – Last Sunday of August
• Eidl Fitr – Movable Date
• Bonifacio Day – November 30
• Christmas Day – December 25
• Rizal Day – December 30
WHO ARE ENTITLED TO HOLIDAY PAY?
a. Absences. All employees shall be entitled to holiday pay equivalent to

100% of their daily rate when they work on the work day immediately
preceding the regular holiday or if they are on leave of absence with pay on
the work day immediately preceding the regular holiday. Employees who are
on leave of absence without pay on the day immediately preceding a regular
holiday may not be entitled to holiday pay if they did not work on such
regular holiday.
b. Successive Regular Holidays. Where there are two (2) successive regular
holidays, like Maundy Thursday and Good Friday, an employee may not be
entitled to both holidays if he/she absents himself/herself from work on the
day immediately preceding the first holiday, unless he/she works on the first
holiday, in which case he/she is entitled to his/her holiday pay on the 2nd
holiday.
*For declared special days such as Special Non - Working Day, Special
Public Holiday, Special National Holiday, in addition to the two nationwide
special days (November 1, All Saints Day and December 31, Last Day of the
Year), the following rules shall apply:
a. If unworked = No pay
b. If worked = 1st 8 hours – plus 30% of the daily rate of 100% ; Excess of
8 hours – plus 30% of hourly rate on said day
c. Falling on the employee’s rest day and if worked = 1st 8 hours – plus
50% of the daily rate of 100%; Excess of 8 hours – plus 30% of hourly
rate on said day
50
MATERNITY LEAVE
Every pregnant employee, whether married or unmarried, is entitled to

maternity leave benefit of one hundred five (105) days, regardless of the type of
delivery, with benefits equivalent to one hundred percent (100%) of the average
daily salary credit of the employee as defined under the law. (Republic Act No.
11210)
In case of a miscarriage or an emergency termination of pregnancy, the

entitlement is 60 days of paid maternity leave. The law further expands
maternity leave to every instance of pregnancy, miscarriage, or emergency
termination, regardless of frequency, from the previous limit of the first four
deliveries or miscarriages.
Moreover, a female worker entitled to maternity leave may, at her option,

allocate up to seven days of the paid leave to the child’s father, in addition to
the benefits granted to him under the Paternity Leave Act of 1996 (if
applicable), whether or not he is married to the female worker. In case of death,
absence, or incapacity of the father, the benefit may be allocated to an alternate
caregiver, who may be a relative within the fourth civil degree of consanguinity
or the current partner of the female worker sharing the same household.
To be entitled to the maternity leave benefit, a female employee should be an

SSS member employed at the time of her delivery or miscarriage; she must
have given the required notification to the SSS through her employer; and her
employer must have paid at least three monthly contributions to the SSS within
the twelve-month period immediately before the date of the contingency (i.e.,
childbirth or miscarriage or emergency termination of pregnancy).
The maternity leave benefit, like other benefits granted
by the Social Security System (SSS), is granted to
employees in lieu of wages. This means that the
maternity leave benefit will not be included in computing
the employee‘s thirteenth-month pay for the calendar
year.
After the lapse of the applicable
periods provided by law, the maternity
leave may be extended without pay on
account of illness medically certified to
arise out of the pregnancy, delivery,
abortion or miscarriage, which renders
the female employee unfit for work,
unless she has earned unused leave
credits from which such extended
leave may be charged. Should the
female employee opt for an extension
under this clause, she should notify
her immediate supervisor at least five
(5) days prior to the expiry of her
51
maternity leave.
PATERNITY LEAVE
Paternity Leave is granted to all married male

employees, regardless of their employment status. The
purpose of this benefit is to allow the husband to lend
support to his wife during her period of recovery and/or
in nursing her newborn child.
Paternity leave benefit shall apply to the first four (4)

deliveries of the employee‘s lawful wife with whom he
is cohabiting. If the spouses are not physically living
together because of the work station or occupation, the
male employee is still entitled to the paternity leave
benefit. The paternity leave shall be for seven (7)
calendar days, with full pay, consisting of basic salary
and mandatory allowances fixed by the Regional Wage
Board.
Usage of the paternity leave shall be after the delivery.

However, the employee concerned may request his
immediate superior to avail of the benefit before or
during the delivery, provided that the total number of
days shall not be more than seven (7) calendar days
for each covered delivery. To avail of this Paternity
Leave Benefit, the employee concerned shall apply for
paternity leave at least ten (10) days prior to his
intended leave.
In case of a miscarriage, prior
application for paternity leave shall
not be required, however, the
employee concerned shall
immediately notify his immediate
superior of the miscarriage and his
expected date of return to work.
Paternity leave is not convertible to
cash and is not cumulative.
52
PARENTAL LEAVE FOR SOLO PARENTS
"Parental leave" means leave benefits granted to a solo parent to

enable him/her to perform parental duties and responsibilities where
physical presence is required.
"Solo parent" means any individual who falls under any of the following
categories:
1) A woman who gives birth as a result of rape and other crimes

against chastity even without a final conviction of the offender:
Provided, That the mother keeps and raises the child;
2) Parent left solo or alone with the responsibility of parenthood due
to death of spouse;
3) Parent left solo or alone with the responsibility of parenthood
while the spouse is detained or is serving sentence for a criminal
conviction for at least one (1) year;
to physical and/or mental incapacity of spouse as certified by a
public medical practitioner;
to legal separation or de facto separation from spouse for at least
one (1) year, as long as he/she is entrusted with the custody of
the children;
to declaration of nullity or annulment of marriage as decreed by a
court or by a church as long as he/she is entrusted with the
custody of the children;
7) Parent left solo or alone with the responsibility of
parenthood due to abandonment of spouse for at
least one (1) year;
8) Unmarried mother/father who has preferred to keep
and rear her/his child/children instead of having
others care for them or give them up to a welfare
institution;
9) Any other person who solely provides parental care
and support to a child or children;
10) Any family member who assumes the
responsibility of head of family as a result of
the death, abandonment, disappearance or
prolonged absence of the parents or solo
parent.
53
PARENTAL LEAVE FOR SOLO PARENTS
A change in the status or circumstance of the parent claiming

benefits under R.A. 8972 (Parent Leave for Solo Parent), such
that he/she is no longer left alone with the responsibility of
parenthood, shall terminate his/her eligibility for these benefits.
The parental leave, in addition to leave privileges under existing

laws, shall be for seven (7) work days every year, with full pay.
A solo parent employee shall be entitled to the parental leave,
provided that: 1. He/she has rendered at least one (1) year of
service, whether continuous or broken; 2. He/she has applied
for the parental leave at least two (2) weeks prior to the
intended leave; and 3. He/she has presented to the Human
Resources Department a Solo Parent Identification Card, which
may be obtained from the DSWD office of the city or
municipality where he/she resides. This benefit is not
convertible to cash and is separate and distinct from the
vacation leave credits that an employee may be entitled to
under this Code. If an employee shall avail of this leave benefit,
the employee concerned shall file for the same at least five (5)
days before the intended leave and shall specifically identify the
reason for the availment. For the avoidance of doubt, a parent
with a live-in partner is not entitled to this benefit as provided
under the law.
54
LEAVE FOR VICTIMS OF VIOLENCE AGAINST WOMEN AND THEIR

CHILDREN (VAWC)
A. Definition
“Violence against women and their children” as used in Republic Act 9262
(the “Anti-Violence Against Women and Their Children Act of 2004”), refers
to any act or a series of acts committed by any person against a woman
who is his wife, former wife, or against a woman with whom the person has
or had a sexual or dating relationship, or with whom he has a common child,
or against her child whether legitimate or illegitimate, within or without the
family abode, which will result in or is likely to result in physical, sexual,
psychological harm or suffering, or economic abuse including threats of
such acts, battery, assault, coercion, harassment or arbitrary deprivation of
liberty.”
B. Coverage & Purpose

Private sector women employees who are victims as defined in RA 9262
shall be entitled to the paid leave benefit under such terms and conditions
provided herein. The leave benefit shall cover the days that the woman
employee has to attend to medical and legal concerns.
C. Requirement for Entitlement

To be entitled to the leave benefit, the only requirement is for the victim-
employee to present to the Human Resources Department a certification
from the barangay chairman (Punong Barangay) or barangay councilor
(barangay kagawad) or prosecutor or the Clerk of Court, as the case may
be, that an action relative to the matter is pending.
D. The Benefit
In addition to other paid leaves under existing labor laws, company policies,
and/or collective bargaining agreements, the qualified victim-employee shall
be entitled to a leave of up to ten (10) days with full pay, consisting of basic
salary and mandatory allowances fixed by the Regional Wage Board, if any.
The said leave shall be extended when the need arises, as specified in the
protection order issued by the barangay or the court.
E. Usage of the Benefit

The usage of the ten-day leave shall be at the option of the woman
employee. In the event that the leave benefit is not availed of, it shall not be
convertible into cash and shall not be cumulative.
55
Company – Initiated Benefits

SCHOLARSHIP PROGRAM
• Must meet minimum requirements
• All regular employees who have rendered at least 1 (one) year of continuous
service
• Birth certificate, indicating that the employee is the parent of the child
• Maximum of 2 kids
• Scholarship is renewable every calendar year
• In cases of resignation/ termination, the program will be automatically forfeited
• With strong academic rating:
General Average Annual Award

95% above Php 10,000.00
90%-94% Php 7,500.00
85%-89% Php 5,000.00
MOTORCYCLE LOAN
• All regular employees who have rendered at least 1 (one) year of continuous
service
• In cases of resignation/ termination, the motorcycle shall be returned to the
company
• Motorcycle will be under FGC until payment has been fully paid by the
employee
Model Price Every cut off Duration

Wave 125 Php 60,000.00 Php 2,500.00 January - December
HEALTH MAINTENANCE ORGANIZATION

• All regular employees who have rendered at least 1 (one) year of
continuous service in
• In cases of resignation/ termination, the program will be automatically
forfeited
• Please refer to the HMO handbook for the list of benefits
56
13TH MONTH PAY
All employees who have worked for at least one (1) month during a
calendar year shall be entitled to thirteenth-month pay, which shall
not be less than one-twelfth (1/12) of the total basic salary earned
by an employee in a calendar year. It does not include allowances
and monetary benefits which are not considered or integrated as
part of the regular or basic salary, such as overtime, premium, night
shift differential and holiday pay. The 13th month pay is paid not later
than December 24 of every year.
SEPARATION PAY
Separation pay is given to employees in instances covered by
Articles 283 and 284 of the Labor Code of the Philippines. An
employee‘s entitlement to separation pay depends on the
reason or ground for the termination of his or her services. An
employee may be terminated for just cause (i.e., gross and
habitual neglect of duty, fraud, or commission of a crime), and
other similar causes as enumerated under Article 282 of the
Labor Code or as may be provided in this Code. Termination
under those instances, generally, may not be entitled to
separation pay. On the other hand, where the termination is for
authorized causes, separation pay is due.
a. One-Half Month Pay per Year of Service An employee is

entitled to receive a separation pay equivalent to one-half
(1/2) month pay for every year of service, a fraction of at
least six months being considered as one (1) whole year, if
his/her separation from the service is due to any of the
following authorized causes:
i. Retrenchment to prevent losses (i.e., reduction

of personnel effected by mgnt. to prevent
losses);
ii. Closure or cessation of operation of the
company not due to serious losses or
financial reverses; and
iii. When the employee is suffering from a
disease not curable within a period of
six (6) months and his/her continued employment
is prejudicial to his/her health or to the health of
his/her co-employees.
57
SEPARATION PAY
b. One-Month Pay per Year of Service An employee is entitled to

separation pay equivalent to his/her one- month pay for every year
of service, a fraction of at least six (6) months being considered as
one whole year, if his/her separation from service is due to any of
the following:
i. Installation by employer of labor-saving devices;

ii. Redundancy, as when the position of the employee has been found
to be excessive or unnecessary in the operation of the enterprise;
Iii. Impossible reinstatement of the employee to his or her former
position or to a substantially equivalent position for reasons not
attributable to the fault of the employer, as when the reinstatement
ordered by a competent authority cannot be implemented due to
closure or cessation of operations of the establishment/ employer, or
the position to which he or she is to be reinstated no longer exists and
there is no substantially equivalent position in the establishment to
which he or she can be assigned. In the computation of separation pay,
the salary base properly used in computing the separation pay
should include not just the basic salary but also the regular allowances
that an employee has been receiving.
UPDATING OF HANDBOOK
FGC’s reserves the right to modify the policies in this handbook at

any time, and nothing in this handbook shall be interpreted to be
in violation of Philippine Law.
For comments or questions regarding this handbook, please feel

free to approach the Human Resources Department
58
EMPLOYEE ACKNOWLEDGEMENT & AGREEMENT FOR COMPANY’S CODE OF

CONDUCT MANUAL
By signing this receipt, I hereby acknowledge that I have acknowledged and agreed that I
have received and read the whole Company’s Code of Conduct Manual
I FURTHER ACKNOWLEDGE THAT:
1. I have read the policies, rules and regulations contained in the Manual and
familiarize myself with and adhere to any changes in policy or procedures when
announced by the Company, whether published either in paper form or
electronically.
2. I understand that I will be held responsible for following its content and it can be
changed anytime at the discretion of the Management.
3. I understand that the Manual serves only as a behavioral guide for its employees
and that I am obliged to thoroughly comprehend the policies, rules and regulations
outlined in the Manual to be able to fully assist me in effectively performing my job.
Likewise, I understand that there may be occasions when there is no specific policy which
addresses a particular concern or situation listed in the Manual and in those cases;
Management reserves the right to develop policies that best serve the interest of the
Company, its employees and customers. Therefore, I agree that the Company may
establish, interpret and apply policies at its absolute discretions.
Kung sakaling may pagkakataong walang tiyak na batas na tumutukoy sa isang

pagkakasala, ang Management ay may karampatang karapatan na bumuo ng
patakaran upang pangalagaan ang interes o kapakanan ng kompanya, kanyang mga
manggagawa at mga mamimili.
4. In the event that I have questions pertaining to the interpretation of the Company’s
Code of Conduct, I shall always refer them to the HR Department or any members of
the Company Management.
Sa pagkakataong mayroon akong katanungan nauukol sa Company Code of

Conduct, ako ay maaring magtanong sa HR Department o sa sinumang kasapi ng
Management.
Acknowledged by/tumanggap: Date/Petsa:

Employee Signature/Pangalan ng empleyado:
(Please sign above printed name.)
______________________________________ _________________________
59
www.fredleygroup.com
https://www.facebook.com/FredleyGroup/
https://www.instagram.com/fredleygroupofcompanies/
60
60

848730

Uploaded by

Document Information

Original Description:

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

848730

Uploaded by

Copyright:

Available Formats

PROPRIETARY AND CONFIDENTIAL. Unauthorized reproduction is strictly prohibited.

HUMAN RESOURCES DEPARTMENT |2021

Congratulations on joining our FGC family! We are thrilled

This handbook has been designed to give you some

We encourage you to read through this manual and

Brewing a cup especially made for you.

Fredley Group of Companies is a

Established 7 years ago in 2014,

Brand portfolio includes Macao

Avin C. Ong is a self-made

Unknown to many, Avin once

In 2018, he was adjudged as an

Although known globally as the ‘Vegas of China’, Macau is more

The Japanese have long

Mitasu Charcoal Yakiniku offers premium quality

Inspired by a popular street food in

From it’s humble beginnings, Liang

Japanese, the whole Hosaku

From the dining

Macao Imperial Tea

Café Kitsuné pays tribute to the pleasure of enjoying a quality coffee in

Kitsuné is the Japanese word for fox, a symbol of

FGC PROVIDES EQUAL EMPLOYMENT OPPORTUNITY

1. The Human Resources Department conducts verification of candidate’s background to

Each new employee regardless of his/her level of seniority & background

Employee work schedule will be set up to fit in

In an emergency situation, the employee shall contact his/her manager

Time- clock procedure: Be properly uniformed before ‘punching in’.

Our restaurant operates 7 days a week. 12

To promote and establish an open communication, we encourage each and

The essence of having chain- of- command or a structured hierarchy is to

• Team members report to their team supervisor

If a problem arises, each tier of management (first-

We are encouraging everyone to practice

The Code of Business Ethics has been designed to provide

1. Honesty & Integrity

3. Respect for the Individual

themselves, their family and co-workers, including immediate

6. Alcohol and Substance

II. RELATIONSHIP WITH STAKEHOLDERS

1. Customers (internal and external)

a. Other employment outside of the Company which might

III. BUSINESS INFORMATION

• Do not share passwords.

IV. Safeguarding Company Assets and Resources

4. Internet Access and Usage

Personal emails should be sent with discretion; this includes, but is

a. Unauthorized attempts to access another’s email account;

In order to maintain a safe, healthy and enjoyable working environment, we will be

1. Employee discipline is a line of function; the immediate superiors are

IMMEDIATE TERMINATION WILL RESULT WHEN THE FOLLOWING

1. Serious misconduct or willful disobedience by the employee of the lawful

The Code of Conduct is composed of nine (9)

1st offense – 3 days suspension

1st offense – 6 days suspension

1.4 AWOL for 6 consecutive working days

1st offense – 3 days suspension

1.9 Failure to return/ report to work after st

1st offense – Written Warning

2.3 Unauthorized change of work 1st offense – 6 days suspension

2.4 Failure to attend official and 1st offense – 6 days suspension

2.5 Physical assault upon one’s st

2.6 Gross disrespect, rudeness,