Employee Handbook - IGT Technologies Philippines

IGT Technologies Philippines, Inc.
Employee Handbook
Document ID: EMP-HNDBK

Version No: 6.0
Release Date: June 2016
Table of Contents
I. About this Employee Handbook ................................................................................................. 1

Scope and Purpose .................................................................................................................... 1
Not All-Inclusive ......................................................................................................................... 1
II. Introduction ................................................................................................................................ 2
III. Company Overview .................................................................................................................... 3
Who we are ................................................................................................................................ 3
Our Corporate Values ................................................................................................................ 3
Awards and Recognition ............................................................................................................ 4
IV. Work Environment ...................................................................................................................... 4
Work Hours ................................................................................................................................ 4
Attendance and Punctuality ............................................................................................................. 4
Break Periods .................................................................................................................................. 5
Time-Keeping ................................................................................................................................... 5
Dress Code ...................................................................................................................................... 5
Open Door Policy ............................................................................................................................. 5
English Speaking Only Rule ............................................................................................................ 5
Equal Employment Opportunity ..................................................................................................... 6
Drug Free Workplace ..................................................................................................................... 6
Smoke Free Workplace ................................................................................................................. 6
Anti - Harassment and Bullying ..................................................................................................... 6
Information Security ........................................................................................................................ 6
Drug Free Workplace ..................................................................................................................... 6
V. Compensation and Benefits ....................................................................................................... 7

Pay-outs and Cut offs ................................................................................................................ 7
Overtime ..................................................................................................................................... 7
Night Differential ........................................................................................................................ 7
Compensatory Time-Off ............................................................................................................ 7
Leaves ....................................................................................................................................... 7
Insurances ................................................................................................................................. 9
Other Benefits ........................................................................................................................... 9
VI. Career Development ....................................................................................................... 9

Probationary ............................................................................................................................... 9
© IGT Solutions 2019 Confidential: Not for Distribution. www.igtsolutions.com Page 2 of 29

Regular ..................................................................................................................................... 10
Band Levels ............................................................................................................................. 10
Performance Management ...................................................................................................... 10
VII. Code of Conduct ...................................................................................................................... 10
Scope ....................................................................................................................................... 10
Progressive Discipline .............................................................................................................. 10
Responsibility ........................................................................................................................... 11
Classification of Offenses and the Implementation of Progressive Discipline Process .......... 11
Disciplinary Actions .................................................................................................................. 11
Clearing Period ........................................................................................................................ 12
Code of Conduct ...................................................................................................................... 12
Attendance ..................................................................................................................................... 12
Conduct and Protocol .................................................................................................................... 13
Health and Safety .......................................................................................................................... 14
Honesty and Integrity ..................................................................................................................... 15
Information and Technology Security ............................................................................................ 15
Managing People ........................................................................................................................... 17
Operations Guidelines ................................................................................................................... 17
Other Provisions ............................................................................................................................ 17
Process Implementation........................................................................................................... 18
Incident Report ............................................................................................................................... 18
Investigation ................................................................................................................................... 18
Show Cause Memo........................................................................................................................ 18
Employee's Answer ....................................................................................................................... 18
Administrative Hearing ................................................................................................................... 18
Notice of Decision .......................................................................................................................... 19
Appeal ............................................................................................................................................ 19
Preventive Suspension .................................................................................................................. 19
VIII. Separation ................................................................................................................................ 19
Exit Process and Notice Period ............................................................................................... 19
Clearance and Return of Company Properties ........................................................................ 20
Rehiring .................................................................................................................................... 20
IX. Amendments ............................................................................................................................ 20
X. Policy Approval and Review .................................................................................................... 21
XI. Acknowledgement .................................................................................................................... 22

I. About this Employee Handbook
Scope and Purpose
This Employee Handbook is designed to provide all the employees of IGT TECHNOLOGIES PHILIPPINES, INC. (IGT)
with necessary information about IGT, which includes, among others, rules and regulations, work environment, practices
and policies. This Employee Handbook shall apply to all employees, regardless of status and position.
This Employee Handbook shall serve as a guideline for every employee’s successful and continued employment with
IGT. This Employee Handbook shall also provide answers to questions that employees may have in the beginning of
their employment or throughout their career.
Not All-inclusive
This Employee Handbook shall not be all-inclusive. Other policies, procedures, practices, supplemental rules and
regulations, which shall form an integral part hereof, may be promulgated by IGT from time to time.
There may be other acts and/or violations which are not explicitly contained in this Employee Handbook but which are
prejudicial to the IGT’s welfare and interests. IGT reserves the right to consider these acts punishable, and to impose
the appropriate disciplinary sanction, which may include termination, as warranted by the circumstances of each incident
or case, or under existing labor laws.
IGT reserves the right to modify this Employee Handbook and other policies to meet business necessity .

II. Introduction
To our newest IGTian,
Welcome aboard our IGT Technologies Philippines, Inc. family! As you begin your journey with IGT, let me share with
you something that makes us truly unique in the entire travel Outsourcing industry - IGT is the only company with a
100% focus on the travel domain. And in that, we provide integrated IT-BPO services to world’s leading brands in
Airlines, Travel Management Companies, Online Travel Agencies, Travel Technology Companies, Hotels, Railways,
Airports, Cruises and Logistics. With us, you’ll get to work and grow your career with a diverse global team of innovative
‘thinkers’ and ‘doers’ to become a ‘Travel Expert’.
I am excited to have you join us in our commitment to provide world class travel experience and expertise to our clients.
We maintain integrity in our transactions and processes and deliver the most viable and customer-centric solutions to
our customers. As you join our team, I look forward to your contribution in enabling better travel with efficient and
innovative solutions in our workplace.
I look forward to your growth and development in the company. We provide equal opportunity for learning and believe
in building our talent from within. You will meet a lot of IGTians who have been with us for long and have grown in their
careers with us. You'll play a part in shaping the future of travel experiences. Every day.
Lastly, I expect your best each day. Each employee in our company is the key to our success – being dependable,
reliable, showcasing openness and transparency, and following IGT’s core values at all times. I hope that you will find
your work here to be rewarding, challenging, and meaningful.
Again, I look forward to seeing you explore your passion and grow with us.
Welcome to IGT!
Sumit Vohra
Vice President, BPO Operations

III. Company Overview
Who we are
IGT is a leading BPM and IT Services provider committed to delivering innovation and business excellence across the
entire spectrum of the travel, transportation, and hospitality domain. IGT offers integrated IT-BPM services including:
Application Development and Maintenance; Mobility; Testing; Business Intelligence; Contact Center Services; Back
Office Services; and Consulting Services to the travel industry worldwide.
IGT is part of InterGlobe Enterprises, one of India’s largest travel conglomerates. With its state-of-the-art delivery
centers and worldwide operational presence, IGT boasts of a diverse talent pool with high level of expertise in the travel
industry. IGT, through its innovative solutions and services, offers a unique value proposition in terms of accuracy,
quality, flexibility, and cost savings to a large number of airlines, travel management companies, OTAs, travel
technology companies, hotels, and logistics companies.
In the Philippines, IGT started its operations in 2010. And as of 2015, IGT has 3 delivery centers in the country
strategically located in Taguig and Mandaluyong within the Metropolitan Manila area.

Our Corporate Values
Awards and Recognition

IV. Work Environment
Work Hours
Your working hours shall be defined by your employment contract, IGT however reserves its right to alter your working
hours according to the needs of the business as determined by IGT.
Attendance and Punctuality
Punctuality and regular attendance is expected from all IGT employees, regardless of rank or position because they
play a key factor in determining job performance.
As an IGT employee, you are obliged to notify your immediate supervisor and the Workforce Team (for Operations) in
advance no later than two (2) hours before the start of your work schedule in case you will be late or absent. Tardiness
or absence due to reasons other than certified illnesses, force majeure, and/or approved leave of absences, may be
subject to disciplinary action.
In case your absence is due to illness and/or injury, you must submit a valid medical certificate not later than a day after
your second day of absence to your immediate supervisor. The medical certificate must cover the period of the illness,
indicate the nature of the illness and contain a declaration as to when you will be able to report back to work.
Break Periods
It has been proven that taking the right amount of rest within a workday can contribute to an employee’s performance
and productivity can contribute to one’s good health. For this reason, you are encouraged to use the break periods you
are entitled to which consists of two (2), 15-minute breaks, and one (1) hour lunch break.
Time-Keeping
You should be responsible in keeping a daily record of the time you arrive and leave the office by logging-in and out
using IGT’s biometrics system.
In the event of entry error or failure to log-in or out, you should notify your immediate supervisor.
Dress Code
IGT strives to maintain a working environment that is fun and well-functioning. As part of that effort, IGT encourages its
employees to wear attires that will express their self-identify and that is comfortable, neat, and workplace-appropriate.
Not Recommended
Recommended
Slacks
 Khakis or corduroys  Sweatpants, leggings, exercise wear
 Jeans (must be clean and free of excessive rips,  Shorts
tears and fraying)  Capris
 Leggings provided they are opaque and worn with
a dress or skirt
Skirts

 Not shorter than 3.8 inches from the knee to the  Miniskirts or length not within the set parameter
hem of the skirt
Shirts
 Short-sleeve shirts or blouses  Shirts with other company’s logo
 Polo collar knit or golf shirts  Sweatshirts
 Company logo wear  Beachwear
 Long-sleeves  Sleeveless shirts
 Blazers or sport coats  Exercise wear
 Jackets or sweaters  Crop tops, clothing showing midriffs, spaghetti
straps
Shoes
 Boat or deck shoes, moccasins  Rubber thongs and flip flops
 Casual shoes
 Formal or leather shoes
Open Door Policy
IGT maintains a culture of open communication – where everyone’s voice is heard, where issues and concerns are
promptly raised and resolved, and where communication flows smoothly across all levels of the Company.
English Speaking Only Rule
IGT services US and other English speaking foreign markets. For this reason, the Company is strictly implementing an
English Speaking Only Rule which every employee, regardless of position, is expected and required to observe and
support.
Equal Employment Opportunity
IGT upholds and respects the principle of equal employment opportunity among all its employees. IGT is committed in
providing equal opportunity for all employees without regard to race, color, religion, national origin, sex, age, marital
status, sexual orientation, disability, or personal appearance. Every employee is evaluated on the basis of personal
skill and merit.
IGT’s policy on equal opportunity employment applies to all aspects of employment, from job advertising, hiring, job
assignments, promotions, benefits and salary administration, disciplinary action, termination, training, and engagement
programs.
IGT shall not tolerate any form of discrimination within the Company, and every employee is expected to support this
wholeheartedly.
Drug Free Workplace
IGT is committed to maintaining a healthy and safe work environment for everyone. In order to achieve this goal, IGT
implements a drug free workplace policy, where all employees are strictly prohibited from consuming, possessing, or
distributing illegal drugs within IGT premises, on a business meeting, training, or company outing.
IGT reserves the right to conduct pre-employment, random, and/or compulsory drug testing, in accordance with the
requirements prescribed by law, when necessary, in order to maintain a drug-free, healthy, and safe working
environment.

Smoke Free Workplace
IGT implements a smoke-free workplace policy which prohibits all employees from smoking inside company premises.
Anti - Harassment and Bullying
IGT is committed to providing a safe and secure working environment that is free of harassment (including sexual
harassment) and bullying in order to ensure that every employee will be treated with fairness, dignity, and respect. The
Company has zero tolerance for bullying and harassment and every employee, regardless of position, has an obligation
to prevent and eliminate it.
Information Security
It is the policy and practice of IGT to protect its information assets from any and all forms of threats, whether internal or
external, deliberate or accidental. Therefore, it is every employee’s responsibility to maintain and demonstrate integrity
in all dealings with internal and external customers, clients, vendors and/or suppliers.
All employees must ensure that the Company’s valuable and sensitive information is:
a. protected against any unauthorized access and interruptions;
b. maintained confidential;
c. not disclosed to any unauthorized person or group;
d. free from unauthorized modification in order to maintain its integrity, accuracy, and completeness; and
e. readily available when needed by authorized users for official use.
Any deliberate act to jeopardize the confidentiality, integrity and availability of any information asset that is the property
of IGT, its clients, customers, suppliers and/or vendors, will be subject to disciplinary actions which may include
termination and/or legal actions as IGT deems appropriate.
V. Compensation and Benefits
Pay-outs and Cut offs
IGT implements a 2-payouts in a month system which shall be every 7th and 22nd day of each month.
Coverage
Payout
7th day of the month Includes work rendered from 11th until the 25th of the previous month
22ndday of the month Includes work rendered from 26th of the previous month until the 10th of the current
month
Overtime
Overtime means that an employee has rendered work at least 1 hour beyond the original and prescribed working hours.
And only Band 2 employees and below are entitled to overtime.

Overtime rates:
First 8 Hours of Work Beyond 8 Hours

Regular Workday not applicable 125%
Normal Rest Day 130% 169%
Special Holiday 130% 169%
Regular Holiday 200% 260%
Rest Day that falls on a Special Holiday 150% 195%
Rest Day that falls on a Regular Holiday 260% 338%
Night Differential
In addition to overtime pay, Band 2 employees and below shall also be entitled to the payment of night shift differential
pay of 21% of the applicable daily rate as night differential for work rendered between 10:00 P.M. to 6:00 A.M.
Compensatory Time-Off
For employees who are not entitled to overtime pay, the Company offers Compensatory Time Off or CTO. However,
just like overtime, compensatory time-off should have an approval of the concerned employee’s immediate supervisor
or manager. Also, utilization of compensatory time-off should be scheduled and taken within 30 days of extended work
hours.
Leaves
The Company offers the following leaves to its employees:
Type Credits Accrual/Eligibility Utilization

Vacation 15 days in a From day 1 of Can be utilized only upon regularization for vacation
year employment and relaxation, but can also be used for emergency,
legal matters, and bereavement; must be filed at least
2 weeks before and must be approved by the
immediate supervisor; can be advanced to provide
flexibility in planning employees’ vacations
Sick 15 days in a From day 1 of Can be utilized starting from the 91 st day of
year employment employment with the Company for hospital
confinement, medical check-up, medical treatment,
and/or serious health condition; must be filed two (2)
hours before the start of the work schedule, failure to
do so will result to “No Call, No Show” tagging; can’t
be advanced
Maternity Sixty (60) Pregnant employees Can be utilized by informing the Company of the
calendar days in with at least 3 pregnancy and submitting the SSS maternity
case of normal months of service in notification form to the Human Resources
delivery or the 12 months Department. The total maternity benefit due shall be
miscarriage immediately payable through the Social Security System for the
preceding expected first four (4) deliveries only
Seventy-eight date of delivery.
(78) calendar
days in case of
caesarean
delivery

Paternity Seven (7) Married male Can be used by submitting a leave request
working days employees with a accompanied by a document showing legitimate
spouse that spouse’s medical certificate
delivered a child or
suffered a
miscarriage
Solo Parent Seven (7) Solo parent Can be used by submitting a leave request
working days employees with at accompanied by a valid solo parent ID to immediate
least one (1) year of supervisor or HR Department
service
Ten (10) working Female employees Can be used by female employees by informing the
For Victims of
days who experienced immediate supervisor or the HR Department and
Violence physical, sexual, submitting a certification issued by the appropriate
psychological government agency showing the incident that
Against
suffering, battery, happened
Women assault, coercion,
harassment, and/or
and their arbitrary deprivation
Children of liberty
Two (2) months Female employees Can be used by female employees by informing the
Magna Carta
employees who immediate supervisor and/or HR department and
of Women would undergo submitting a medical certification or document
surgery caused by recommending the female employee to undergo
gynecological surgery caused by gynecological disorders. Once fit-
disorders, provided to-work, after two (2) months, the female employee
that they have must present a fit-to-work clearance post operation.
rendered continuous
aggregate
employment service
of at least six (6)
months for the last
twelve (12) months
In case leave credits will not be maximized at the end of the year, cash conversion will be offered by the company for
the following:
Vacation Leaves: maximum of 5 leave credits

Sick Leaves : maximum of 7.5 leave credits
Insurances
Type Coverage
Medical Medical insurance is non-contributory and offers coverage for the employee and one
dependent after a year of service. It includes hospitalization, out-patient care, and dental
expenses in accordance with the established schedule of benefits.
Life Insurance coverage which premiums are borne by the Company. Coverage starts upon
employment. Amount of claim will be as follows:
Band 1 – 3 Employees: 12 x Monthly Basic Salary
Accident Band 4 and Up Employees: 12 x Monthly Basic Salary

Other Benefits
Benefit Description Covered Employees

Meal Allowance Additional benefit in the form of cash (net of tax) that will be paid All employees –
through payroll every 7th and 22nd of the month. This is an
probationary and regular
allowance and is not part of employee’s basic salary.
Rice Allowance Additional benefit in the form of cash (net of tax) that will be paid All employees –
through payroll every 7th and 22nd of the month. This is an
probationary and regular
Communication Additional benefit in the form of cash (net of tax) that will be paid Band 3 and Up
Allowance through payroll every 7th and 22nd of the month. This is an Employees
Salary Loan Financial assistance facility offered for the following purposes: All regular employees with
1. Death/Accident of an immediate family at least one (1) year of
2. Medical treatment or hospitalization of an employee or an service in the Company
immediate family member and with no active
3. Rehabilitation/repair of the employee property that was disciplinary action
damaged by a calamity or disaster
4. Employee who is affected by a calamity or disaster
Service Vehicle Transportation service provided to all employees who have All employees –
official business outside IGT office. In any occurrence that the
probationary or regular
service vehicle is unavailable, transportation cost will be
with official business
reimbursed.
outside IGT office
VI. Career Development

Probationary
All new employees are required to satisfactorily complete a probationary period of one hundred eighty (180) days as
stipulated in the employment contract. During this period, job performance and potential abilities are evaluated based
on the standards stipulated in the employment contract and made known to the employee in order to determine the
employee’s suitability for the position. The Company with the help of the Human Resources Department will ensure
that performance will be reviewed fairly and responsibly throughout the probationary period. Prior to the end of the
probationary period, a formal performance review meeting will be conducted by the immediate supervisor and if the
performance of the employee concerned is found satisfactory, the position will be confirmed and the employee will be
regularized.
The Company reserves the right to extend the probationary period of any employee, upon the employee’s consent and
approval, should the employee fail to meet the standards for regularization in the formal performance review but
deserves to be given another opportunity to improve his or her performance.
Regular
After meeting the standards of regularization, an employee will be regularized. And as an employee with regular
employment status, the employee concerned will be entitled to all benefits that the Company is offering.

Band Levels
IGT maintains competitive band levels to provide employees room for career development. Employees can consider
this in developing their career goals.
Band
Level
1A Support and IT (Executive, Quality Analyst, Language
Coach)
1B IT/JAVA
1C BPO (Agent/SME)
2A Support and IT (Senior Executive, Team Leader,
Trainer)
3A Support (Assistant Manager)
4A Support (Manager)
4B Support (Senior Manager)
4C Support (Head)
5A Support (General Manager)
6A Support (Vice President)
Performance Management
The Company is implementing a robust Performance Management System to ensure everyone in the organization
performs at the level in which it can support the employee’s career goals and at the same time IGT’s business goals.
The performance management exercise happens twice a year and KRAs or Key Results Areas of each employee
should be set at the beginning of the fiscal year.
Employees who experience challenges in meeting the performance levels set by the organization will be supported
by undergoing a performance and competency development plan.
The result of the performance management exercise will serve as the basis for rewarding and recognizing employees
through its annual salary appraisal program measured by Company and Individual Performance.
VII. Code of Conduct

Scope
The Code of Conduct applies to all employees, regardless of status and position. Thus, it is the Company philosophy
that all policies and procedures outlined in this manual will be applied to all employees in a fair and consistent manner.
As there can be no exhaustive enumeration of all types of violations that can be committed by the employees, the
violations here are not exclusive. Also, it is the prerogative of the Company to impose appropriate corrective action for
violations not mentioned in this manual.

Progressive Discipline
IGT implements a progressive discipline process which is applicable to all employees, regardless of status and position.
Its main purpose is to address and correct employees’ shortcomings based on the standards set by the organization
by providing clear and constructive feedback through a series of increasingly formal steps. It also aims to reform and
improve performance, deter other employees from following same or similar offense, and make everyone aware that
infractions are not tolerated.
Responsibility
All employees are responsible for reading and understanding the Code of Conduct.
All people managers are responsible for disciplining their team members and for ensuring that purpose of the Code of
Conduct will be achieved. They will partner with the Human Resources to ensure fair and uniform implementation of
the Code and the progressive discipline process.
Classification of Offenses and the Implementation of Progressive Discipline Process
There are 3 classifications of offenses:
Classification Description Implementation

Class A Offenses with negative impact on productivity, team 1st Commission: Written Warning
morale, and/or operations
2nd Commission: Final Written
Warning
3rd Commission: Corrective
Suspension
4th Commission: Termination
Class B Offenses with substantial negative impact on 1st Commission: Final Written
productivity, team morale, and/or operations Warning
2nd Commission: Corrective
Suspension
3rd Commission: Termination
Class C Offenses with high negative impact on productivity, 1st Commission: Corrective
team morale, and/or business matters Suspension
2nd Commission: Termination
Disciplinary Actions
The following are the disciplinary action being implemented:
Disciplinary Action Description

Written Warning A written reprimand given to erring employee who committed a Class A offense. It states
the offense committed and cautionary advice to improve performance to satisfactory
levels.
Final Written A written reprimand given to erring employee who committed a Class B offense. It is
Warning sterner that a Written Warning and it also states the offense committed and a statement
that continued lapses from the employee concerned will not be tolerated and will warrant
severe sanction.
Corrective A written directive given to the erring employee informing him of the offense committed
Suspension and suspending the employee concerned from work without pay for a period of three (3)
days. Suspension should be done in one go, unless business needs calls for a staggered
implementation.
Termination This disciplinary action will instigate the separation of employee from the Company.
Reparation of This disciplinary action will be imposed on the erring employee whose infraction brought
Damage Caused damages or loss to the Company.
Clearing Period
All disciplinary actions have a corresponding clearing period, except for Termination. This clearing period is the
timeframe being followed to clear employees of their disciplinary actions .
Classification Clearing Period

Class A 3 months
Class B 3 months
Class C 6 months
If an employee commits a relevant infraction while he or she is in the process of clearing himself or herself of a
disciplinary action, applicable progression of the case should be implemented.
A. Code of Conduct
IGT’s Code of Conduct is divided into 8 sections:
Attendance: IGT believes that adhering to working hours contributes greatly to the realization of its
organizational goals. Thus, all employees, regardless of tenure and position, are expected to observe and adhere
to their prescribed work schedule.
Section Behavior Classification
A.1 Failure to login or logout on time for no justifiable reason within 1 cut-off or 15 days A
cycle

A.2 Tardiness / Overbreak (2 occurrences whether aggregate, consecutive, or an A
accumulation of at least 20 minutes within a 30 day cycle)
A.3 Tardiness / Overbreak (3 occurrences whether aggregate, consecutive, or an B
accumulation of at least 30 minutes within a 30 day cycle)
A.4 Failure to render overtime even though there was enough notice given B
A.5 No Call No Show - NCNS / Unauthorized / Unexcused Absence (1 occurrence within B
a 30 day cycle)
A.6 Patterned and/or sporadic absenteeism (A pattern of Monday or Friday absences, or B
absences on the day before or after a restday, holiday or long weekend).
A.7 Unauthorized break (This includes taking a break without prior knowledge of the B
immediate supervisor that will affect efficiency of work and/or business results)
A.8 Absence on a Critical Work Day (First occurrence within a 30 days cycle) B
A.9 Absence on a Critical Work Day (Second occurrence within a 30 days cycle) C
A.10 Unauthorized undertime or changing of shift (This will include, but is not limited to an C
employee logging out or leaving workstation during work hours without approval from
immediate supervisor or rendering work but not following or adhering to the
prescribed work schedule)
A.11 No Call No Show for three (3) or more consecutive days/Absconding/Job D
Abandonment
A.12 Altering, falsifying, or tampering attendance records (This will include, but is not D
limited to editing attendance details for the purpose of evading responsibilities and/or
acquiring benefits not due to him or her)
Conduct and Protocol: Supporting and observing proper conduct and adhering to IGT’s protocol will guarantee
smooth operations and will ensure processes inside the organization will be more efficient, benefitting not only
the Company but also all of its employees and business partners. Therefore, it is expected that all employees
will follow proper conduct and protocol set out by IGT.
B.1 Failure to wear ID while inside Company premises A
B.2 Failure to follow the Company’s Dress Code (Employees who will not follow the A
Company’s Dress Code maybe asked not to enter the Company’s premises and
perform work)
B.3 Sleeping while on duty (This will also include loafing, being idle, or being A
unproductive while on duty)
B.4 Failure to prevent and/or report within 24 hours any occurrence of theft, destruction, B
spoilage, and/or wastage that results in Company loss or damage
B.5 Unsafe pranks toward another employee, client, vendor and/or supplier B
B.6 Vandalism, unauthorized altering, tampering, damaging of Company bulletin boards C
or place of notices and its postings
B.7 Public display of affection, exhibitionism, within Company premises or outside but B
while on duty
B.8 Gambling inside Company premises, or outside but while on duty C
B.9 Disrespect towards authority or any employee (Any degrading and humiliating act) C

B.10 Disruptive behavior that may cause disorder, disturbance, disruption, or C
discontinuance of work
B.11 Uttering or posting of obscene, offensive, discriminatory, slanderous and/or C
derogatory remarks on any platforms whether online or not, against any employee or
the Company
B.12 Unauthorized removal or moving of Company property or equipment from its C
designated area
B.13 Unauthorized use of another employee’s ID to enter Company premises or allowing D
others to use his/her ID to enter Company premises
B.14 Refusal to carry out a written job or any lawful work order issued by the immediate D
superior or by the management without justifiable reasons/Insubordination
B.15 Unauthorized solicitation or collection of any monetary contribution from any D
employee, client, vendor and/or supplier
B.16 Spreading false and/or derogatory information, stories, or rumors that malign the D
image, integrity, and honor of another employee or the Company
B.17 Possession, display, and/or distribution of pornographic materials, regardless of D
form, inside Company premises
B.18 Encouraging, threatening, coercing, and/or intimidating another employee to violate D
any provision of the Code of Discipline (This will include unjustifiably allowing oneself
to be persuaded or influenced to commit an offense)
B.19 Unauthorized possession and/or use of key/s which can open lockers, drawers, D
pedestals, cabinets, other forms of receptacles, and rooms
B.20 Deliberate damaging, destroying, altering, abusing, or wasting of Company D
resources or resources entrusted by Company clients and/or business partners
B.21 Slowing down, deterring, limiting, or sabotaging work output D
B.22 Deliberate failure to disclose or divulge potential or real conflict to the Management D
that can damage or bring harm to the business
B.23 Reporting to and/or performing work while under the influence of liquor and/or illegal D
substance
B.24 Replacing Company property with another which is of inferior quality or has a lesser D
value
B.25 Violating any safety rules and regulations or safety practices in the performance of D
work or in the usage of Company facilities or equipment that may bring harm or
damage to others and/or the Company
B.26 Theft, misappropriation, misuse, malversation, or unauthorized withholding of any D
Company property, resources, and or funds
B.27 Building, inciting, or participating in any activity that may cause business disturbance D
or stoppage
B.28 Imploring, seeking, demanding, offering, or accepting any form of bribe to gain D
something from the Company, its clients, customers, vendors, suppliers, and/or
employees, and regardless whether or not the employee concerned was in fact
benefited
B.29 Distribution, sale, possession, or use of harmful or prohibited/illegal drugs D
B.30 Any form of harassment and/or bullying D

Commission of a crime against the Company and/or a co-worker, or commission of
B.31 D
crime within Company premises
B.32 Commission of a crime against the Company and/or a co-worker, or commission of D

crime within Company premises
B.33 Unauthorized use and/or lending of Company property, facility, or equipment for D
personal gain or illegal transaction
B.34 Falsely representing oneself or providing false information or a falsified document/s D
for personal gain and/or in order to evade a penalty
B.35 Any form of conflict of interest (Will include, but not limited to working for a competitor D
while still employed with the Company)
B.36 Failure to report back to work after prolonged leave without a valid and/or justifiable D
reason
B.37 Carelessness in the care and supervision of Company documents, proprietary D
information, and/or trade secrets
B.38 Knowingly obtaining, securing items and/or services for the Company under terms D
and conditions which are disadvantageous or prejudicial to the interest of the
Company
B.39 Habitual and gross failure to follow or perform official orders, instructions, and/or D
tasks given by the immediate supervisor (Gross and habitual Neglect of duties)
Health and Safety: IGT is committed to maintain a healthy and safe working environment for everyone. Adequate
information, instruction, and supervision are provided to all employees. Thus, all members of the organization
are expected to observe and support all rules and regulations pertaining to health and safety.
C.1 Smoking, using of vaporizers or electronic cigarette, in a non-smoking area specified A
by the Company.
C.2 Refusal to participate, without valid and justifiable reason, in earthquake, fire, and A
other safety drill
C.3 Failure to report any accident within Company premises and/or any accident B
involving an on duty employee
C.4 Refusal to submit to reasonable security inspection conducted by authorized B
personnel of the Company
C.5 Unjustified disregard for and/or non-compliance with healthy, safety, and security C
measures set by the Company
C.6 Unauthorized removal or tampering of fire protection equipment or other safety C
devices from its designated areas
C.7 Refusal to comply with the prescribed annual physical exam C
C.8 Refusal to undergo drug testing D
C.9 Knowingly concealing a contagious diseases D
C.10 Unauthorized possession, custody, and/or use of a deadly weapon within Company D
premises or outside but while on duty

C.11 Aggravating, provoking, or engaging another employee to engage in a fight inside D
Company premises or outside but while on duty
C.12 Causing or attempting to inflict injury or violence to another employee within D
Company premises or outside but while on duty
Honesty and Integrity: IGT believes honesty and integrity connote strength and stability. Therefore, it is
everyone's business and concern to practice the highest business standards in all transactions he or she will
engage into.
D. 1 Lying, inventing, pretending, or feigning sickness to avoid reporting for work or doing B
an assigned task
D.2 Making malicious and untruthful statements in an affidavit or any official document D
and/or falsely testifying for or against someone who is undergoing Company
investigation
D.3 Allowing or causing a non-authorized and/or a non-eligible person or employee to D
avail of Company-initiated privileges, incentives, or benefits
D.4 Creating malicious statements, documents, or posts of any manner and/or in any D
medium that may cause damage or harm to the image and reputation of the Company
D.5 Acts that may place the company or its affiliate companies, clients, customers, D
vendors, suppliers, and/or employees in disrepute
D.6 Unjustly backing third parties for personal gains D
D.7 Committing acts of dishonesty to deceive the Company, its employees, clients, D
customers, vendors, and/or suppliers
D.8 Entering or engaging in any unauthorized transaction using the company’s name D
D.9 Sharing and distributing company documents, propriety information, or trade secrets D
to anyone who has no right to see or possess it, may it be an employee or not
D.10 Forging someone else’s signature for whatever purpose D
D.11 All other acts of dishonesty that may cause prejudice to the Company D
Information and Technology Security: Information is a vital asset of IGT and it requires protection from
unauthorized access, use, distribution, duplication, disclosure, destruction, or any similar acts. For this,
employees are expected to respect and protect all intellectual properties, internal, sensitive and/or confidential
information, that is generated, handled, transmitted, used, stored, or any similar acts, using the Company's
hardware, software, application, facilities and/or resources. Employees are also expected to handle any
proprietary information with utmost diligence and care. It is everyone's business to maintain confidentiality,
integrity, and availability of data and/or information for official business purposes only. Employees must mitigate
the risks associated with the theft, loss, misuse, abuse or damage of company system and information.
E.1 Unauthorized possession and/or use of mobile phones, diskettes, flash drives, C
memory cards, compact discs, personal laptops, netbooks, tablets, storage cards,

PSP, MP3, or any similar electronic device inside the production floor or any
restricted area
E.2 Browsing non-job related, restricted, potentially dangerous or prohibited websites B
(Acts that produce actual or imminent threat prejudicial to the business of the
Company will warrant stricter sanctions)
E.3 Use of proxy servers to access blocked, restricted, potentially dangerous or C
prohibited websites (Acts that produce actual or imminent threat prejudicial to the
business of the Company will warrant stricter sanctions)
E.4 Unauthorized storage of non-business related files, software, tools and/or D
applications, including but not limited to MP3, video files, and/or pictures in
Company-owned hard drives and shared drives
E.5 Encouraging, inducing, influencing others to obtain information for unauthorized D
and/or unlawful use, that resulted to or may result in loss, damage, or prejudice to
the Company
E.6 Unauthorized sharing and/or access of information with someone who has no D
relevant business or dealings with the Company
E.7 Password sharing D
E.8 Unauthorized upload, download, reproduction, dissemination, use, removal, D
substitution, storage, modification, communication, or any similar acts, of
copyrighted materials, trade secrets, proprietary information, financial information,
client information or similar materials
E.9 Abuse and/or misuse of internet connectivity that may impact the productivity or D
may cause damage to the Company
E.10 Unauthorized download, upload, or transmission of software, files, applications or D
any related materials into the Company system that may contain viruses or harmful
programs
E.11 Unjust failure and/or refusal to report any act constituting a violation of any provision D
of this section
E.12 Unauthorized access or attempt to access, interference or attempt to interfere any D
IT and/or security systems
E.13 Unauthorized posting, sharing, disseminating or any similar acts of client or D
customer information and/or proprietary and confidential Company information in
any medium or platform (e.g. social networks such as Facebook, Twitter, Linkedin,
etc.)
E.14 Fraudulent or malicious use of client, customer, or Company information that may D
threaten or cause or damage to the business
E.15 Installation, reproduction, use, or any similar act, of unlicensed software, tools D
and/or applications inside Company’s premises
E.16 Allowing an employee to use another employee’s password or details to access D
internal, financial, proprietary and/or confidential information and/or the Company IT
system for whatever purpose
E.17 Unauthorized use of Company information, software, application, or any similar tools D
for whatever purpose
E.18 Revelation to unauthorized person or assisting unauthorized person to gain access D
to confidential information or documents of the Company

E.19 Unauthorized, malicious or any similar act of sharing, acquisition, distribution, D
publishing and/or broadcasting of restricted, internal and/or confidential information
or any related materials from the Company
E.20 Unauthorized acquisition of any information from the Company for illicit and/or D
unlawful use, that resulted to or may result in loss, damage or prejudice to the
business
E.21 Unauthorized access or attempt to access confidential and/or restricted information D
of the Company
E.22 Failure to retrieve necessary Company information for litigation and presentation D
purposes (This will include improper safeguarding or disposal of Company files,
information and other related materials which may bring damage or loss to the
business)
E.23 Unauthorized distribution, forwarding or handling of confidential information, trade D
secrets, financial, IT and systems information which may result in disruption of work,
actual or imminent loss or damage to IGT or its customer, vendor, supplier, and/or
Clients.
E.24 Failure to use sufficient protection to any internal, restricted, confidential IT and D
systems information which may result in disruption of work, actual or imminent loss
and/or damage to the Company
E.25 Unauthorized, purposeful, malicious sale of propriety information of the Company or D
any of its customers, clients, vendors, and/or suppliers
E.26 Unauthorized, purposeful, malicious modification, amendment, alteration, editing or D
any similar act of the proprietary information of the Company
E.27 Failure to maintain utmost care of the Company’s classified information D
E.28 Failure to report any security incidents that may put the Company’s classified D
information in jeopardy (This will include any form of breach, actual or suspected, to
the Company proprietary information that may cause loss, damage, or disruption of
work)
E.29 Any act, may it be deliberate, purposeful, or be it a result of carelessness or D
negligence which may jeopardize the security and integrity of proprietary information
of the Company, its customer, client, vendor, or supplier
E.30 Serious breach of Company IT policy. D
Managing People: IGT believes that effective people management is imperative in achieving business aims
and objectives. Therefore, supervisors and managers are expected to develop and empower their people to
perform excellently to ensure business goals will be realized.
F.1 Any act/s that may or actually discredit, dishonor, harm, slander a team member C
F.2 Failure of the immediate supervisor to report any violation of company policies by C
employee(s) with the intent of providing protection for the offending employee
F.3 Uttering profane, vulgar, obscene, offensive, and/or insulting words, in any medium, C
to a team member

F.4 Any abuse of authority to gain profit or advantage from employees under his D
supervision or control
Operations Guidelines: IGT reserves the right to evaluate ops-related transactions for purposes not limited to
Quality and Training. The Quality Department has the right to issue disciplinary actions pertaining to quality
guidelines. Implementing rules and guidelines of this Section is further expounded in the separate IGT Call
Quality Guidelines.
G.1 Any form of call avoidance, as per IGT Call Quality Guidelines; including but not
limited to not answering the call until the caller hangs up, intentional release of call,
releasing call without valid reason and/or authorization, blind/invalid transfer of call
to another department or back to the queue, aux jumping, unauthorized stay in a D
conference call, not being able to deliver what is needed to resolve customer’s within
the call, or any other acts deemed analogous to the above.
G.2 Call handling violations: engaging in malicious, inappropriate conversation during a D
call, speaking in a vernacular during a call, being rude, discourteous, and providing
inappropriate and uncalled for response to customer.
G.3 Mistakes/omissions due to carelessness which has any financial, operations, and/or D
commercial impact to the company or its clients which affects productivity,
performance, reputation, standing or relationship of the Company to the client.
G.4 Being subject to an executive, customer/client complaint, which may or have caused D
prejudice to the business of the Company.
G.5 Use of the system or any customer information to process any fraudulent D
transactions.
G.6 Any form of work avoidance. D
Other Provisions: Other infractions not mentioned in this Code.

H.1 Other infractions which has an impact to the operations, productivity, efficiency, or D
financials of the Company.

Process Implementation
IGT is committed to provide due process to all employees, regardless of the status and position of the concerned
employee. Therefore, it will strictly follow the following in managing cases:
1. Incident Report
Any employee, regardless of status and position, who observes or finds a violation of the Company rules and
regulations, should immediately submit an Incident Report (IR) to his or her immediate supervisor. But, if the subject of
concern is the immediate supervisor of the employee, the IR may be submitted also to the next line manager or to the
Human Resources Department.
The IR should contain a narration of the incident with relevant dates, time, place, persons involved, policy violated, and
other important information that will be helpful for the one who will be managing the case.
2. Investigation
Based on the IR submitted by the employee, the immediate supervisor or the Human Resources Department is
expected to conduct an investigation immediately to validate the truthfulness and veracity of the report. If the IR is found
to be sufficient and accurate, a Show Cause Memo (SCM) should be prepared and served to the reported employee.
If not, then issues raised should be closed accordingly.
Neutrality in the investigation is imperative. So, if the immediate supervisor is a witness to the offense, he or she must
refrain from getting involved in the investigation. Instead, the next line manager or a representative of the Human
Resources Department should conduct the investigation.
3. Show Cause Memo
The Show Cause Memo (SCM) should contain a narration of relevant facts, the policy/policies violated, the imposable
sanction, and an order mandating the subject employee to explain within the period of at least five (5) why he or she
should not be sanctioned. If necessary, a schedule for the administrative conference will also be stipulated.
If the concerned employee refuses to accept the SCM, the SCM server should leave a copy of the document with the
employee concerned witnessed by another staff. The witnessing staff must sign and date the original SCM with affixed
note, “Employee refused to receive and/or acknowledge.” If the concerned employee does not report anymore, SCM
should be sent to the employee’s last known address by registered mail.
4. Employee’s Answer
Employee’s answer is a written explanation. It should contain the employee’s defense, and the affidavits of his or her
witnesses, if available. If employee would like to submit other relevant documents together with the written explanation,
he or she may do so.
5. Administrative Hearing
Depending on the gravity of the case, an Administrative Hearing (AH) may be conducted to give the concerned
employee a chance to explain further his or her side. The hearing will be facilitated by a team composed of
representatives of Human Resources Department, the immediate supervisor, or neutral employee, which should
investigate, hear, deliberate and decide.

In the absence of an AH, the information relayed through the written explanation and other pertinent documents
submitted by the concerned employees should be the basis of decision that will be imposed.
6. Notice of Decision
After determining the appropriate sanction for the case of the concerned employee, a Notice of Decision (NOD) will be
served.
7. Appeal
If the concerned employee feels that the penalty received is unjustified or lacks basis, he or she may file a Letter of
Appeal (LOA) within two (2) days after the release of the Notice of Decision, addressed to the Country Manager.
8. Preventive Suspension
In the execution of the due process, an associate may be put into a preventive suspension on the entire duration of the
investigation. Preventive suspension is not a penalty, rather, a precautionary measure adapted by the company when
the associate’s continuous employment poses a serious and imminent threat or danger to the life and/or property of the
business or to his/her colleagues
The preventive suspension shall be without pay for a maximum period of thirty (30) calendar days. Employee’s salary
including allowances may be put on hold for the duration of the preventive suspension. In the event that the associate
is found not liable of the offenses against him/her, the company shall pay the associate’s salary and allowances for the
period that the associate was on preventive suspension
Upon the other hand where the preventive suspension needs extension and goes beyond thirty (30) calendar days, the
salary and allowances of the associate shall be paid by the company for the entire extension period. Should the
associate is found liable to the offense; associate is not bound to reimburse the salary and allowance paid to him/her
during the extension period.
VIII. Separation
Exit Process and Notice Period
Separation from the organization is an inevitable occurrence, and it may be initiated by employees or by IGT itself.
If an employee voluntarily resigns, he or she should give IGT enough notice (refer to your contract) prior to the desired
date of resignation.
Resignation must be done formally and must be duly signed by the employee and approved by the immediate
supervisor. During the last days of the employee in IGT, it is expected that he or she must not commit any unexcused,
unauthorized absences or be on absence without leave (AWOL) or absconding. Commission of these offenses will
nullify the resignation of the employee and will lead to a disciplinary action.
In the event that an employee will retract his or her resignation, he or she must submit a written request of resignation
retraction and it must be approved by the employee’s immediate supervisor. This should be done prior to the effective
date of the resignation or before IGT gets a replacement. Otherwise, employee must stick to his or her resignation.
If an employee is requesting for an immediate resignation because of health-related reason, he or she must submit
supporting documents to facilitate the request.

Clearance and Return of Company Properties
Employees who are scheduled to separate from the Company should request for a copy of the clearance form from
Human Resources Department. The clearance should be accomplished during or after the last day of employment.
To be cleared, the employee should surrender all properties that the Company issued during his or her employment.
Other items to be settled include any outstanding balances or loans, pending tasks or projects to be accomplished.
Rehiring
Rehiring of terminated and non-regularized employees, for whatever reason, is strictly prohibited. However, if the
separation from the Company is because of voluntary resignation, rehiring may be permitted but the following guideline
must be followed:
1. returning employee should undergo the normal recruitment process;

2. if returning employee will rejoin after six (6) month from exit, returning employee should be rehired at his last drawn
compensation;
3. if returning will rejoin after one (1) year from exit, returning employee would be hired at the same designation and
compensation hike will be as per standard rating of 3. Also, compensation hike will only be applicable if the
organization’s PDP has taken place between the period of exit and rejoining. If not, returning employee will be
rehired at his last drawn compensation;
4. returning employee should be cleared from all accountabilities.
IX. Amendments
The standards, policies, guidelines in this Employee Handbook may be subject to change or improvement whenever
necessary and subject to the discretion of IGT.

X. Policy Approval and Review
This Policy has been reviewed and approved for publication and release indicative of the signatures affixed
herewith.
Approved Electronically
Rahul Sinha
Chief People Officer
Sumit Vohra
Vice President – BPO Operations
Partha Sarathi
Ferdinand Nuñez
General Manager – Operations
Head of Finance
Dennychit Tizon
Maria Rika Abraham
Sr. Manager – Human Resources
Sr. Manager – Training
Don Reyes
Sr. Manager – Workforce Anmol Sharma
Sr. Manager – ISG
Maria Rowena Balingbing

Val Santok
Manager – Admin and Facilities
Manager – GRO

IGT Technologies Philippines, Inc.
IGT Technologies Philippines, Inc. is a leading BPO &
IT Services provider committed to delivering innovation
6th Floor 18/20 Upper Mckinley Road, and business excellence across the entire spectrum of the
travel, transportation and hospitality domain.
Mckinley Hill Cyberpark, Fort Bonifacio,
Taguig City, 1634 Philippines Ranked amongst the World’s Top 3 Travel Technology
Solutions providers, the company offers integrated
Application Development and Maintenance, Call Center
2nd Floor Worldwide Corporate Center, Services, Back Office Services, Consulting Services and
Solution Frameworks to the travel industry worldwide.
Shaw Boulevard, Mandaluyong City,
1552 Philippines
5th Floor Polar Center, EDSA cor.

Cornell St. Brgy. Wackwack,
Mandaluyong City, 1552 Philippines
T +63 (02) 2149400

www.igt.in

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I. About this Employee Handbook ................................................................................................. 1

V. Compensation and Benefits ....................................................................................................... 7

VI. Career Development ....................................................................................................... 9

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To our newest IGTian,

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Awards and Recognition

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Attendance and Punctuality

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Open Door Policy

English Speaking Only Rule

Equal Employment Opportunity

Drug Free Workplace

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Anti - Harassment and Bullying

V. Compensation and Benefits

Pay-outs and Cut offs

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First 8 Hours of Work Beyond 8 Hours

The Company offers the following leaves to its employees:

Type Credits Accrual/Eligibility Utilization

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Vacation Leaves: maximum of 5 leave credits

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Benefit Description Covered Employees

VI. Career Development

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VII. Code of Conduct

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Classification of Offenses and the Implementation of Progressive Discipline Process

There are 3 classifications of offenses:

Classification Description Implementation

Disciplinary Action Description

Classification Clearing Period

IGT’s Code of Conduct is divided into 8 sections:

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B.32 Commission of a crime against the Company and/or a co-worker, or commission of D

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Other Provisions: Other infractions not mentioned in this Code.

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3. Show Cause Memo

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1. returning employee should undergo the normal recruitment process;

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Maria Rowena Balingbing

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5th Floor Polar Center, EDSA cor.

T +63 (02) 2149400

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