EMPLOYMENT CONTRACT

KNOW ALL MEN BY THESE PRESENTS:

This Contract of Employment is entered into this 18 th day of September 2023, by

and between:

PAOLO QUIERO, of legal age, Filipino, single, with residential

address at Barangay 80, Marasbaras, Tacloban City herein referred to as
EMPLOYER;
- and -
VINCENT MAÑAS, of legal age, Filipino, single, with residential
address at Barangay 90, Abucay, Tacloban City herein referred to as
EMPLOYEE.

The Employer and Employee are collectively referred to as

“PARTIES”, and individually referred to as “PARTY” to this Contract.

WITNESSETH THAT:

A. The Employer is the owner of Nena’s Hardware located at Barangay Burayan,

Tacloban City, Leyte; and

B. The Employee has represented himself/herself to the Employer to be qualified for the
position indicated below and desires to be employed by the Employer during the term
of Employment and under the terms and conditions of this Contract.

NOW, THEREFORE, for and in consideration of the foregoing premises, the Parties
hereby agree as follows:

1. JOB TITLE AND DESCRIPTION:

Branch Manager - Maintain staff by recruiting, selecting, orienting, and training

employees. Ensures a safe, secure, and legal work environment. Develop personal growth
opportunities. Accomplishes staff results by communicating job expectations; planning,
monitoring, and appraising job results.

2. COMPENSATION AND OTHER BENEFITS:

a. The Branch Manager shall be entitled to a monthly salary of NINETY

THOUSAND PESOS (P 90,000.00) Philippine Currency including overtime pay for
work performed beyond 8 hours a day with additional 25% of their hourly rate on
regular working days and 30% of the hourly rate during rest days, regular, and special
holidays. Undertime cannot be offset by overtime;

b. other benefits shall include the Social Security System (SSS), PhilHealth, Pag-
IBIG Fund, 13th-month pay, vacation and sick leave, paternity leave, retirement
benefits, and special leave benefits.

3. WORKING HOURS:

Regular working hours for the Branch Manager shall commence at precisely 8:00 AM in
the morning to 5:00 PM in the afternoon from Monday to Saturday.

4. GROUNDS FOR TERMINATION OF REGULAR EMPLOYEES:

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a. Performance Issues: The Company may dismiss the Branch Manager if he
consistently fails to meet the performance standards and targets set by the Company,
despite reasonable efforts and opportunities for improvement. Prior to dismissal, the
Company will provide written notice of the performance issues and a reasonable period
for improvement.

b. Misconduct: The Company reserves the right to terminate the employment of the
Branch Manager for any acts of misconduct, including but not limited to theft, fraud,
dishonesty, harassment, or any other behavior that is deemed harmful to the Company, its
employees, or its reputation.

c. Breach of Company Policies: The Branch Manager shall adhere to all Company
policies and procedures. Failure to comply with these policies, including but not limited to
attendance, code of conduct, and safety regulations, may lead to dismissal.

d. Gross Negligence: If the Branch Manager is found to be grossly negligent in the

performance of their duties, which results in substantial harm to the Company's interests,
the Company may terminate their employment.

e. Insubordination: Insubordination, defined as a willful refusal to follow reasonable and

lawful directives from higher management, may result in dismissal.

f. Conviction of a Crime: If the Branch Manager is convicted of a crime that affects their
ability to perform their job or reflects negatively on the Company, the Company may
terminate their employment.

Dismissal Procedure:

1. Before dismissal, the Branch Manager will be given written notice specifying the
grounds for dismissal and will be provided an opportunity to explain or defend themselves
within a reasonable period, as required by Philippine labor laws.

2. After considering the Branch Manager's response, if the Company decides to proceed
with dismissal, they will provide written notice of termination, including the effective date
of termination.

3. All final wages, benefits, and any applicable legal requirements regarding termination
pay will be settled in accordance with Philippine labor laws.

Dispute Resolution:

In case of disputes related to the termination, both parties agree to seek resolution through
mediation or arbitration in accordance with Philippine labor laws.

This clause is intended for informational purposes only and should be reviewed and
modified by a qualified attorney to ensure compliance with Philippine labor laws and
regulations. Employment contracts in the Philippines must adhere to the specific
requirements outlined in the Labor Code of the Philippines and any other relevant laws.

IN WITNESS WHEREOF, the Parties have executed this Contract as of the date
first mentioned.

PAOLO QUIERO VINCENT MAÑAS

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 OWNER/EMPLOYER EMPLOYEE

SIGNED IN THE PRESENCE OF

ROSSINE DEBOSS RENZO SIBLE

ACKNOWLEDGMENT

Republic of the Philippines)

Province of Leyte ) S.S
City of Tacloban )

BEFORE ME, a NOTARY PUBLIC for and in the above jurisdiction, this 18 th
day of September, 2023, personally appeared the following persons:
Name: Credible Evidence of Identity: Date and Place of Issue:
1. PAOLO QUIERO LTO D.L. No: H021100282 02/25/23-Tacloban
2. VINCENT MAÑAS LTO D.L. No: H259312549 10/12/22-Tacloban

Known to me to be the same persons executing the foregoing instrument and they
acknowledged to me that the same is their free and voluntary act and deed.

This instrument refers to a Contract of Employment containing three (3) pages including
the page to which this acknowledgment is written and signed by the parties and their
instrumental witnesses on each and every page thereof.
WITNESS MY HAND AND SEAL, on the date and the place above mentioned.

Doc. No.: _____; NOTARY PUBLIC

Page No.: _____;

Book No.: _____;
Series of 2023

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