Company Guidelines

1.Attendance Policy
You are to report to work 6 days a week and follow the assigned schedule submitted to the
LTFRB. If you can’t come in to work, notify your manager at least 4 hours before your
scheduled shift. At this point, this is treated as an unexcused absence. It will be considered
an excused absence if a doctor’s certificate is presented within 24 hours immediately after
the notice. Unexcused and unreported absences don’t count as hours worked, so it is not
compensated.
Unexcused or unreported absence for more than three days will be considered job
abandonment.
A disciplinary action will be imposed every offense that goes up to and including termination
after third (3rd) offense.

2.Probationary Period Policy

The probationary period is 6 months. This trial period is used to evaluate you as a suitable fit
to the position and the company. You will be given consistent feedback and coaching to
have the chance to learn your new job and improve during the probationary period. At the
end of the probation period (or possibly before that), the supervisor will determine if you
should be retained.
You may also be placed in a probationary period if you have been promoted or transferred
to a position. The purpose of this is to ensure that you are able to complete your new duties. If
you are deemed unsuitable, you may be demoted or returned to your previous position.
Employment is not guaranteed and the decision remains at the supervisor’s discretion.

3.Leave Policy
Our company will not grant fewer days of paid leave than the law dictates. We offer 20 days
of annual paid time off (PTO) to our full-time, permanent employees. You can file a request for
PTO by filing out the form. A maximum of 2 consecutive days can be taken every PTO which
should be filed at least 1 week in advance. Unused PTO can not be passed on to the next
calendar year. Unused PTO can be converted into cash.
Unexcused or unreported absences can be taken off from PTO’s.
Parental leave or sick leave and other kinds of leave such as bereavement leave and jury
duty leave will be considered if the need arises.

5.Drug-free Workplace Policy

Our drug testing policy ensures that employees especially those in safety-sensitive roles are
sober and alert when performing their duties.
Drug tests will be conducted by trusted laboratories. Results from any drug test will remain
confidential. Candidates or employees will receive copies of their test results.
If we suspect you abuse drugs, we may ask you to not come to work, while awaiting for your
test results. You will be paid as normal for this waiting period if your results are negative.
Illegal drugs, inhalants and prescription as well as over-the-counter drugs fall into the
“substances” category. We will also place restrictions on alcohol consumption.

6. Speed Limit
Maximum allowable speed for motor trucks and buses is 50km/h on open country roads, city
and municipal streets and thoroughfares.

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 Company Guidelines
While working, you must not:
Possess, use or be under the influence of alcohol, inhalants or drugs.
Sell, buy, transfer or distribute drugs or drug paraphernalia.
Use prescription drugs (e.g. medical marijuana) while working or being on
company premises.
We may invoke disciplinary action up to termination, when you:
Test positive for hard drugs (e.g. cocaine.)
Sell, or attempt to sell, any form of substance.
Use any kind of drug on company premises.
Refuse to take company mandated drug test.
Managers will decide on the appropriate disciplinary action depending on the
circumstances.

7.Dress Code
We expect you to be clean when coming to work and wear company issued polo
shirt, closed shoes and ID card with lanyard.

8.Use of company owned equipments

The use of company issued phones, portable printer and any other company issued
equipments shall be returned to the company upon resignation or termination.

10.Theft Policy
The company has a zero tolerance on theft and dishonesty. Anyone caught shall
undergo disciplinary action that goes up to and including termination if:
a. the offense involves money
b. the offense involves company property

9.Violence and Safety in the Workplace Policy

Workplace violence refers to physical acts of violence or threats to harm a person or
property. Abusive behaviors, whether verbal, psychological or physical, are also
considered violence.
Examples of violent behaviour among co workers include but are not limited to:
Intimidating or bullying others
Abusive language
Physical assault
Threatening behavior
Concealing or using a weapon
Sexual or racial harassment
We maintain the right to conduct periodic inspections, using reasonable methods,
without employees’ consent or prior notice. Employees who witness or suspect
violence, or are victims of violence, can report to HR or to their immediate supervisor.
We will investigate quickly and discreetly and will impose disciplinary action, up to
and including termination as well as potential criminal charges.

10. Smoke-Free Policy during trips and inside the bus.

For the safety of everyone including passengers and employees, smoking is strictly
not allowed inside the buses.

I read and understand the company policies of Jegans Liner Inc.

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