Republic of the Philippines

ZAMBOANGA STATE COLLEGE OF

MARINE SCIENCE AND TECHNOLOGY
Master in Home Economics

A FEASIBILITY STUDY
CITRUNELLA FOOT CREAM

Healthy feet, happy feet. #feetcare

In Partial Fulfillment of the

Requirement for the Master
in Home Economics

FONTANOZA, CLAIRE E.
SORIANO, CELEBRITY
LALI, NUR AINA

MAY 2023

ABSTRACT
THE FEASIBILITY STUDY OF AN INNOVATED CITRUNELLA FOOT CREAM
PRODUCT WITHIN IPIL, ZAMBOANGA SIBUGAY.

The primary purpose of this paper is to express a comprehensive feasibility study

for a Citrunella as foot cream since a feasibility study is crucial to the success of any
business project. This study targets to explore the success of establishing a foot cream
and to answer the question whether this business idea will continue successfully. The
proponents proposed that the Citrunella foot cream will consist a signature ingredient
made of Citrus microcarpa (calamansi peel). The feasibility study contains six
categories: business strategy, market feasibility study, technical feasibility study,
location and site selection study, social and an environmental feasibility study, and
economic feasibility study.

The market study addressed the requisite information on demand and supply, as
well as the detailed information about competitors. The technical study contained the
necessary machinery, production capacity, needed raw material and inputs, computer
system(s) and human resources plans. Accordingly, based on quantitative selection
criteria, the most suitable site was chosen. This study also identified the impact on
society and environment. The economic feasibility study recognized the financial
resources needed to channelize and operate the business and calculates all the economic
performance indicators for the project.
 Chapter I Description of

the Project

Vision

To provide quality care through any means for the betterment of consumers’

lives.

Mission

To develop and popularize natural products and raise awareness to the benefits of

using footcare products with ecological components.

Objectives of the Study

 To put a fresh product idea into action and provide appropriate knowledge about the

market demands.

 To make sure that the product is provided in accordance with the customer’s needs.

 To meet the needs and expectations of customers to continue developing

products that benefit all.

 Chapter II

Market Feasibility

Industry Description

NCCrella came from the group researchers name CELEBRITY SORIANO,

CLAIRE FONTANOSA AND NUR AINA LALI while"drella" is from the name of

the character of "Cinderella" the whole idea came from the movie of Cinderella which

Ella left one of her shoes, and that shoes signifies as product that only focuses on

foot. is owned by CELEBERITY SORIANO, CLAIRE FONTANOSA AND NUR

AINA LALI and this type of ownership is sole proprietorship. NCCRELLA

designs a foot cream that was made in calamansi peel, which is used by

production manufacturers to fabricate consumer products. The start-up NCCrella

company that developed and produced a design foot moisturizer called Citronella

Foot Cream.

The initial plan is to create a facility to produce a product and mold for clients.

The goal is to provide our customers with fast turnaround, exceptional quality, and

competitive pricing will work in real-time with the target customers to meet their

design needs, which will reduce errors and detect design flaws early in the process. In

turn, this will save the customer time and money. Planning to position ourselves as a

forward-thinking company that continually invests in new ideas and technologies –

unlike our competitors, which are similar mold manufacturing facilities. The unique

concept, practical and efficient processes, will be in a position to potentially compete

on price and quality.

Size of the Industry

According to Philippine Statistic Authority the actual total population of Ipil

Zamboanga Sibugay for the year 2020 since PSA only updated the population every

after 5 years.

Table 1.
Age Bracket Percentage Total Populations
7-13 14.81% 13,242
14-29 25.60% 22,886
30-55 34.32% 35,682
56 above 10.26% 9,172
TOTAL 84.99% 80,982
Source:(https://www.philatlas.com/mindanao/r09/zamboanga-sibugay/ipil.html)

N
Solving Formula: 𝑛 =
1+Ne2
89,401 Where: N = total population
𝑛 = 1+89,401(0.05)
89,401 e = margin error (5%) constant
𝑛=
1+ 89,401(0.0025)
n = sample size
89,401
𝑛=
1+223.50

89,401
𝑛=
224.50

𝒏 = 𝟑𝟗𝟖
Note: Therefore, the total market share is 398 numbers of respondents who presented
the overall target market population of 89,401 that need to be surveyed.
Target Market

The manufacturing of Citrunella Foot Cream is situated in Ipil, Zamboanga

Sibugay wherein it has a great potential in increasing the income of this proposed

business. Given the information from the survey conducted by the Philippine Statistics

Authority (PSA) in the year 2020 there are 89,401 total number of population within

the Municipality of Ipil, Zamboanga Sibugay.

To further assure the feasibility and profitability of the business, the

proponents conducted a market segmentation technique to specify its target

customers.

Geographic

The proponents advocated establishing the firm in the Municipality of Ipil,

which is the capital of Zamboanga Sibugay, thus it is good fit for the target market. It

is located in Climaco Drive, Ipil, Zamboanga Sibugay near GV Hotel Ipil, making it

clearly visible given the town's popularity as a pedestrian destination.

Demographic

 Age - The company identifies the target market age group 10 years and above.

 Occupation – Employed or unemployed, any business sector, and those who

are concerned about their skin's health.

 Income - The company’s primary target is to increase and to sustain the

income consistency raise the market target establishment that the firm must

supply, as well as providing more alternative and new ways of increasing

income.
Behavioral

The consumers’ behavior or response to the product using the Google survey

form that the firm created and completed, many of the respondents in the municipality

of Ipil, Zamboanga Sibugay who answered that they intended to patronize the new

product that our company offers.

Industry Competitiveness

The goal of the newly developed product is to provide more satisfaction to the

consumers and to establish standards based on their needs and desires. As observed

and experienced, most of the competitors have a good sale, such as (1) VASELINE

Foot Cream, (2) BEAUTY FORMULA Softening Intensive Foot Cream Menthol,

because these products are already known and it is quite effective and the

safest, but the proponent created a new product which would be a complete substitute

for branded foot cream– more expensive than the newly innovated foot cream

that is made up of agricultural waste – the calamansi peel, which leads to a cheaper

and more useful to the agricultural economy.

STRENGTHS

 Known as one of the safes Foot Cream Products

 Effective and Healthy product

 Attractive and Elegant Packaging

 Less expensive than the other branded foot cream

 Offers discount as strategies for convincing customer

 High quality product

 WEAKNESSES

 Availability of Resources

 The product is not know at the moment

OPPORTUNITIES

 Market Condition/ Customer Needs

 Competitor Vulnerabilities

 Industry Trends

 Target Markets

 Partnership and Alliances

 Seasonal Trends

THREATS

 The competition may partner with popular brands as well.

 Product prices may be too high for certain demographic groups to afford.

 Lowering product prices may sacrifice product quality.

 Trends of incorporating technology into products may alienate people in the

strongest markets.

 Threats from the pending government activities

 Lots of fake product mostly online

Price Competitiveness Analysis

VASELINE Foot Cream (55 ML.) P 192.00

BEAUTY FORMULA Softening Intensive Foot Cream Menthol

And Peppermint (55ML.) P 135.00

SILK SECRETS Moisturizing Cracked Heel Cream (55ML.) P 149.00

DERMAID Cracked Heel Cream (55ML) P 90.00

Knowing that foot cream is one of the most important moisturizers for treating

or preventing various foot diseases and difficulties, but these foot creams are typically

created using tested chemicals, making them prohibitively expensive for middle-class

individuals, particularly the poor. The researchers experimented using the formula of

calamansi peel which is the main component of the newly introduced product, to make

it a complete substitute for branded foot cream that anyone can afford to buy than

other foot creams or foot moisturizers. The main ingredients of the Citrunella foot

cream are available in many areas of Zamboanga Sibugay which give us easy

access in formulating the Citrunella foot cream.

Market Potential

Citrunella Foot Cream is a new product that has been launched to the market.

It shows how calamansi peel performs when combined with other substances to be

formulated into a product. This product is available in many places in Zamboanga

Sibugay where customer is capable to buy. The company has the ability to supply

foot massage and spa parlors, as well as other beauty care establishments, in a cost-

effective and convenient manner.

Demand and Sales Analysis
Table 2. PROJECTED SUPPLY FOR FOOT CREAM IN ZAMBOANGA SIBUGAY
Year Domestic Production Import
(Demand Based) (Demand Based)
2021 537 2,113
2022 1,026 4,025

2023 1,960 8,368

2024 3,744 16,652

2025 7,151 33,137

Source: https://psa.gov.ph/
Note: The numbers of the year 2021 are based on domestic production and imports for the
years 2019-2020, with an annual increase of 91 percent for domestic production and 99
percent for imports.

Table 3. PROJECTED DEMAND FOR FOOT CREAM IN ZAMBOANGA

SIBUGAY
Year Supply Demand Demand Gap
2022 1,618 327 1,291
2023 3,220 625 2,595
2024 6,208 1,194 5,014
2025 12,354 2,281 10,073
2026 24,584 4,357 20,227

Nature of Demand

The Demand of a Product is influenced by a number of factors, such as

price, consumer’s income, and growth of population. The proponents created a

natural foot cream as a complete replacement for branded foot moisturizers, which

might be less expensive than branded foot moisturizers made up entirely of pure

beauty chemicals. The company determined the most affordable product price and

assessed what other pricing strategies to implement in order to gain more customers.
Nature of Supply

The proposed product's materials are sourced from various places in

Zamboanga Peninsula preferably in IPIL, ZAMBOANGA SIBUGAY which is a

place that is abundant with calamansi that primarily have the production of the said

ingredients of the product. Ensuring to have enough supply to sustain the demand

of the consumers in case the demand for the product increases. Consider working

with other provinces and cities if ever the demand increases further.
Computation of the Market

In getting the percentage of the market share, we divide the frequency of each

corresponding market by the total number of respondents then multiplied by 100.

Vaselline Foot Cream 150/398= 0.3769 x 100= 37.69%

Dermaid Cracked 120/398= 0.3025 x 100 = 30.15%

Beauty Formula Softening 93/398= 0.2337 x 100 = 23.37%

Intensive Foot Cream

Citrunella Foot Cream 35/398= 0.0879 x 100 = 8.79%

Note: Business projected customer based on the Market Share.

8.79% VASELINE FOOT CREAM

37.69%
23.37%
Beauty Formula Softening
Intensive Foot cream
Dermaid Cracked Heel cream
30.15%
Citrunella Foot Cream

Figure 1. Competitive Product and Analysis

Marketing Strategies
Citrunella Foot Cream is a newly found product that will help to remove

the cracks, calluses, and dryness of your feet leaving it hydrated, smoother and

healthier. This gently exfoliates dry skin by rolling away dead skin and giving it a

soothing feel.
also help improve the complexion of your feet, helping you get prettier and younger

looking feet.

Price

The company determined the most affordable product price and assesses what

other pricing strategies to implement in order to gain more customers the company

offers the products as distributor price.

 ₱50.00 per tube (30 ml) and ₱ 65.00 per tube (55 ml) of Citrunella Foot
Cream
 ₱ 1,500.00 per box consist of 24 pieces tubes of Citrunella Foot Cream

Promotion Strategy
Promotion program are as follows:
 TRIAL PROMOTION – The corporation will appoint specific agents to

actively promote the product to clients by offering a free trial.

 DIGITAL PROMOTION – The corporation will build pages such as a

Facebook page, YouTube channel, and other social media platforms to

market the product.

 DIRECT MARKETING – The corporation will send a representative to

personally approach institutions or store owners to market the product.

Packaging

Packaging also plays an important role as a medium in the marketing program

for selling products.

Product Name
Company Logo

Statement of Identity

Ingredients Content Claim

Product Description

Benefits

Directions/Suggestions

List of Ingredients

Barcode, Manufacturer info,

Expiration date and Local
Product mark.

Figure 2: Product Packaging

 Chapter III
Technical Feasibility

Production Process and Flowchart

Product Schedule

Every day for the manufacture schedule, Production is monthly for bundle

preparation, and scheduled weekly for delivery of the product to the defined target

customers, the production personnel must report to the production area.

CHANNELS OF DISTRIBUTION

SUPPLIER OF RAW MATERIALS

Picker’s Calamansi Food Products
Kthree Coolers Calamansi Juice
(Siay, Zamboanga Sibugay)

NCC MANUFACTURER

WHOLESALER

RETAILER BEAUTY
SALON
(Cosmetics,
Pharmacy, (Foot spa, foot
Convenience store) massage, foot
parlor)

CONSUMER

Figure 1. Channel of Distribution

 An organization's sales and distribution are a business discipline that focuses

on the actual implementation of sales methods, as well as the process of selling

and distributing items to wholesalers who take on additional responsibilities. They

actively market products on behalf of the producers in addition to completing retailer

requests. Wholesalers fill retailer orders by selling goods in huge quantities from

the manufacturer. Wholesalers buy in quantity, which usually results in a lower

price. Because wholesalers are able to sell the purchase products, this

manufacturer helps them to earn.

The proponents choose a selective distribution.

A selective distribution model is when there are just a couple intermediaries in

the distribution channel. You can call this type of selective distribution model a two-

level distribution channel, which means there are two intermediaries between the

manufacturer and the consumer. This intensive model would be a manufacturer who

sells to a wholesaler who sells to a retailer who sells to a customer. The goal of

selective distribution is to select outlets in a specific location, target certain

consumer markets and limit the number of stores or locations.

The main benefits of process time are the ability to divide and conquer through

incremental and continuous improvement. The time it takes from when in every

ingredients enter a process until it exits.

Step 1: Collect the Calamansi
Peel from the Suppliers.

Step 2: Blend the Calamansi

Peel.

Step 4: Mix with the remaining Step 3: Sift and get the extract
ingredients. of calamansi peel.

Step 5: Mix until sticky and

smooth.

Figure 2. Product Process

Location and Facility Needs

Vicinity Map

NDRELLA MANUFACTURING

Figure 3. Vicinity Map

Plan Layout

Figure 4. Layout
Suitability of the Production Technology

Raw Materials

 Extracting Oil
Calamansi Peel
- It was chosen as the main ingredient because it has many benefits,

particularly for skin and foot problems. It is a good source of Vitamin C

and may be an effective potential alternative treatment in reducing the

severity of foot callus because it contains anti-inflammatory tannins from

the rind of calamansi and provides immunity against viral and bacterial

infection.

Vodk
a
- Vodka can be used for the distilling process, but may slightly affect the

scent of the oil to help the separation process.

 Cream Process

Shea Butter
- Shea butter is a great choice to use as a carrier in order to dilute the

potency of essential oils and also works like an emollient. It might help

soften or smooth dry skin.

Coconut Oil

- Consists of medium chain triglycerides which are saturated fats. It works

like any oil-containing moisturizer and traps water in the skin creating a

hydrating effect on feet.

Rosemary Extract

- Anti-inflammatory properties could help to reduce swelling and puffiness

of the skin. It also helps to heal wounds and soothes the foot skin at the

same it is also used for mild fragrance of the cream.

Plastic Bottle Container

- Used as the product’s container because it is safer than a fragile one.
Box

- The product will be produced by box.

Sticker
- For product’s label and packaging.

Table 3. Product Costing

Cost of Raw Materials of 50ml for 70 pesos

Quantity Amount 200 bottles of
FOOT CREAM
Shea Butter 1000 grams 950.00 950.00
Beeswax 1000 grams 200.00 200.00
Calamansi Peel 1000 grams 50.00 50.00
Coconut Oil 500 ml 50.00 50.00
Rosemary Extract 200 ml 500.00 500.00
Bottle Container 200pieces 400.00 200.00
Sticker for Packaging of 3 reams 400.00 400.00
Citrunella Foot Cream
TOTAL ₱2,350.00
Table 4.

Cost of Raw Materials of 30ml for 50 pesos

Quantity Amount 300 bottles of
FOOT CREAM
Shea Butter 1000 grams 950.00 950.00
Beeswax 1000 grams 200.00 200.00
Calamansi Peel 1000 grams 50.00 50.00
Coconut Oil 500 ml 50.00 50.00
Rosemary Extract 200 ml 500.00 15.00
Bottle Container 300pieces 400.00 300.00
Sticker for Packaging 3 reams 400.00 400.00
of Citrunella Foot
Cream
TOTAL ₱2,450.00

Table 5.
PRODUCT COSTING PER PRODUCTION OF CITRUNELLA FOOT
CREAM
Retail
50 ml – 70 Pesos
Raw Materials 2,350.00
Direct Labor 1,132.00
MOH 2,100.00
TOTAL 5,582.00/200 PCS. = 27.91
ADD PROFIT
MARGIN 166.31%
SRP
=70 PER ITEM.
30 ml – 50 pesos
Raw Materials 2,450.00
Direct Labor 1,132.00
MOH 2,100.00
TOTAL 5,682.00/300 boxes= 18.94
ADD PROFIT
MARGIN 66%
+ 396

SRP = 50.00 per ITEM

Table 6.

Manufacturing Overhead
Fuel, Lubricants and Oil 250.00
Utilities 1,500
Maintenance 200.00
Light Bulbs 150.00
Total ₱2,100.00

Table 7.

Direct Labor
Processor 316.00
Processor 316.00
Packer 316.00
Packer 316.00
Delivery Man 500.00
Total ₱1,764.00
 Chapter IV

Organizational Feasibility

Business Structure

One of the decisions a business owner has to make is what type of structure the

business is going to be. Four main types of business structures are the sole

proprietorship, partnership, corporation and the cooperatives. Each structure has

different tax, income and liability implications for businesses owners and their

companies.

As for NCCrella manufacturing, it is a sole proprietorship kind of ownership

since the owner has complete authority over every aspect of the business, thus, this

will facilitate quick decisions and freedom to do business. Sole Proprietorship in

simple words is a one-man business organization. Furthermore, a sole proprietor is

a natural person who fully owns and manages this type of entity. In fact, the

business and the man are the same, it does not have a separate legal entity.

The sole proprietorship is a popular business form due to its simplicity, ease of

setup, and nominal cost. A sole proprietor only needs to register the name and secure

local licenses and is ready for business. A distinct disadvantage, however, is that the

owner of the sole proprietorship remains personally liable for all the business's debts.

The owner of a sole proprietorship typically signs contracts in his or her own name,

because it has no separate identity under the law.

Organizational Structure

Job Description and Specification

Management Director or Owner – A business owner’s job description entails

providing solution to business challenges, and contributing positively to the economy

of the country by providing private sector employment opportunities. A business

owners operate the owned industry and handle responsibilities such as creating

business plans, arranging financing, hiring staff, reviewing sales, developing

marketing strategies, daily activities and identifying business opportunities.

He/She provides entrepreneurial skills with which he/she finds solution to a lingering

business challenge. Simply put business owners are innovators.

General manager - A General Manager is responsible for improving efficiency and

increasing departmental profits while managing the company's overall operations.

They oversee several elements in a business, including hiring staff, operating

budgets, and launching price promotions that could attract more customers. To be

successful in this role, you should be a thoughtful leader and a confident decision-

maker, helping our people develop and be productive, while ensuring our profits are

on the rise.
Responsibilities:
 Oversee day-to-day operations

 Design strategy and set goals for growth

 Maintain budgets and optimize expenses

 Set policies and processes

 Ensure employees work productively and develop professionally

 Oversee recruitment and training of new employees

 Evaluate and improve operations and financial performance

Qualifications:

 Bachelor’s Degree in business management or related field

 4 to 5 years of working experiences

 Experience in conducting performance evaluations

 Working knowledge of human-resources processes

Quality Assurance Staff – is responsible for ensuring that products and services meet

the established standards set by the company. Duties include maintaining strong

overall quality control of products made by the company adhering to reliability,

performance and customer expectation. I general, these detail-oriented professionals

are responsible for the development and implementation of inspection activities,

the detection and resolution of problems, and the delivery of satisfactory outcomes.

Responsibilities:
 Providing management and control of the quality assurance processes

 Maintaining the quality of products

 Ensuring all processes are controlled and monitored

 Processing quality audits and quality assurance reviews

  Documenting new and existing processes

 Troubleshooting manufacturing quality issues

Qualifications:
 Minimum of a Bachelor’s Degree in a related field

 Minimum of 2 years of experience in quality control

 Strong computer skills

 Excellent verbal and written communication skills

 Strong interpersonal skills

Marketing Staff – He/She supports marketing managers and executives on projects

such as developing sales strategies, marketing campaigns, social media campaigns and

on collecting and interpreting marketing analytics.

Responsibilities:

 Successfully promoting and managing the brand

 Working with advertising agencies

 Managing relationships with agencies and partners

 Overseeing budgets for advertising, marketing, and promotions

Qualifications:

 Bachelor’s Degree (Marketing Major preferred) Knowledge, Skills and Abilities

 At least 3-5 years’ experience in Entertainment, Event, and marketing campaign

 Strong knowledge of media environment and marketplace

 Strong strategic thinking and analytical skills

Cashier – the responsibilities of a cashier include receiving payments and issuing

receipts, and keeping track of all cash and credit transactions. As accountant he/she is
responsible for compiling, analyzing and reporting financial data. Creating periodic

reports, such as balance sheets, profit & loss statements, etc. Presenting data to

managers, investors and other entities. Assisting management in the decision-making

process by preparing budgets and financial forecasts. To be successful in this role, you

should have previous experience in a customer service position and good knowledge

of how cash register operates.

Responsibilities:
 Manage transactions with customers using cash registers

 Scan goods and ensure pricing is accurate

 Collect payments whether in cash or credit

 Issue receipts, refunds, change or tickets

 Redeem stamps and coupons

Qualifications:
 2 years of work experience as a Retail Cashier or in a similar role in sales

 College Graduate

 Basic PC knowledge

 Familiarity with electronic equipment, like cash register and POS

 Good math skills

Production Workers – responsible to produce and assemble products in factories.

They operate and maintain machinery, ensure production standards are met, finalize

products, and prepare them for shipping.

Responsibilities:
 Following health and safety standards.

 Maintaining a clean workstation and production floor.

  Assembling products and parts.

 Following production guidelines and specifications.

 Finalizing and packaging products for shipment.

Qualifications:
 High school diploma/GED.

 Previous experience working in a factory is beneficial.

 Experience operating manufacturing machinery.

 Able to work as part of a team.

Utility Workers – are responsible for maintaining company premises and equipment.

Their job is to maintain the unkeep of company facilities, repair broken equipment,

inspect finished products, and comply with state health and safety regulations.

Responsibilities:
 Taking verbal and written instructions from company managers and

maintenance officers.

 Cleaning assigned work areas inside and outside of the property.

 Performing basic landscaping duties including tree trimming, weeding, and

watering of plants.

 Ordering and maintain cleaning supplies and maintenance equipment.

Qualifications:
 High school diploma or GED.

 Previous experience as a utility worker.

 Ability to read and interpret written work orders.

 Knowledge of mechanical landscaping equipment.

 Ability to stand, crouch, and kneel for extended periods.

Delivery Workers - Responsible for planning daily travel routes based on locations

and time frames. Carefully loading and unloading all packages. Accepting and

recording payment for delivered packages. Answering customers’ questions and

responding to complaints in a professional manner. Reviewing orders before and after

delivery to ensure that orders are complete, the charges are correct, and the customer is

satisfied.

Responsibilities:

 Deliver a wide variety of items to different addresses and through different

routes

 Follow routes and time schedule

 Load, unload, prepare, inspect and operate a delivery vehicle

 Ask for feedback on provided services and resolve clients’ complaints

Qualifications:

 2 years working experience as a Delivery Driver

 At least Highschool Graduate

 Valid professional driver’s license level 2 to 3

 Ability to operate forklifts and tractors in a variety of weather and traffic

conditions

Horizontal Promotion

This type of promotion involves an increase in responsibility and pay; and a

change of designation. It shall increase employee’s salary from minimum point to mid-

point by 5% in recognition to his or her outstanding performance in the organization

and accomplished in two (2) years; and mid-point to maximum point by 10% in the
next succeeding three (3) years. The employee is shifted in the same category, it is

important to note that such promotion may take place when an employee shifts within

the same department. It is based on the longevity of their service rendered.

Business Policies

Defining the limits within which decisions must be made. Business policy

deals with acquisition of resources with which organizational goals can be achieved.

NDrella Manufacturing applies business policies and developed a list of guidelines to

govern its actions.

Quality Standard

Guidelines that ensure a high quality of work when producing goods and

services. Its components include:

 Quality Planning – Designing a process that will be able to meet established

goals under operating conditions.

 Continuous Improvement - continuous improvement process, an ongoing effort

to improve products and services. Quality Control - a procedure intended to

ensure that a manufactured product or performed service complies to meets the

requirements of the customer.

 Quality Assurance - Determine whether a product or service meets specified

requirements prior to being delivered to a customer.

Safety Measures

An important internal control. NDrella use safety procedures to ensure that

employees won’t injure themselves or customers during business operations.

  Decrease Incidents - safety precautions lies mostly in decreasing the number of

workplace incidents. Many companies use an employee manual or guidebook

to inform and educate employees on safety procedures to ensure the safety of

every employee.

 Maintain Certifications - owners need to implement safety procedures to

maintain third-party certifications (third party certifications usually are those

who provides the companies with a seal of approval for their company's

operations).

 Legal Liability - Safety procedures help the company reduce the legal liability

and costs that usually occur when employees or customers are injured during

the company's regular course of business.

 Improve Operations - improving business operations through safety procedures

that was being implemented is one, with the employees feeling more

productive and content at work knowing that their safety is being considered.

Owners and managers that educate employees on how to best complete

business functions may find new ways to improve the efficiency and

effectiveness of the production process.

Operating Policies

Policies help employees carry out the organization's daily operations.

Employees are expected to meet performance standards and conduct themselves

appropriately. Intended to provide tools for addressing employee conduct and

performance issues in a reasonable, consistent, and effective manner.

Any disciplinary action issued in accordance with this policy must be for just

cause under one or more of the three following reasons:

 1. unsatisfactory job performance; or

2. unacceptable personal conduct; or

3. grossly inefficient job performance.

The categories are not mutually exclusive, as certain actions by employees

may fall into more than one category, depending upon the facts of each case. No

disciplinary action shall be invalid solely because the disciplinary action is labeled

incorrectly.

Waste Management

Generating a different type of liquid wastes and the need to make sure that it is

well disposed of in the right manner. It is the responsibility of every business to ensure

that waste generated on their property is disposed of on time. Considering the impact,

it brings and preventing the environment from being harmed.

 Legal Requirements - Businesses are legally obliged to manage and dispose of

all wastes effectively. If they fail to do so, they open themselves up to legal

action from local authorities, if there any damages caused due to their

negligence.

 Environmental Impact - When waste is disposed of or recycled in a safe,

ethical, and responsible manner, it helps reduce the negative impacts of

the environment.

 Improved Human Health - The improper handling of different types of waste

materials and shoddy disposal methods can result in serious medical

conditions.

Reward Management

Rewarding employees for outstanding work makes them feel valued and can

prove to be a powerful motivational tool that boosts productivity. The most successful
reward management programmes provide employees with opportunities to elevate

themselves and allow businesses to recognize good workers. Rewards can come in

many forms, with the most effective being those which support the business’s overall

strategy, and purpose, culture and performance, and employee requirements.

 Monetary

 Non-monetary

 Assistance

 Recognition

BENEFITS

 Sick Leave
 Calamity Leave
 Maternity Leave
 Paternity Leave
 Funeral Leave
 Parental Leave for Solo Parent
 Service Incentive Leave

COMPANY SPONSORED BENEFITS

 Competitive salaries & Incentive schemes

o Our compensation policy for staff level employees is determined by

national and local collective agreements. Our compensation policy for

managers and directors is determined by our Remuneration System.

 Accommodation

o accommodation to a substantial number of employees in most of our hotels.

o an accommodation subsidy to certain senior level positions.

 Food subsidy
 o Staff restaurants are available for all our employees in all of the hotels free

of charge.

o All of our locations also have subsidized on-site kitchens with snacks and

beverages.

 Leave and Vacation Policies

o Realizing staff need time off to relax and recharge. We thus offer

competitive vacation and leave of absence policies based on level and

years of service.

 Health insurance

o Offering group medical and life insurance plans for certain employee

levels. These include general health care insurance for medical,

prescription drug and dental, short-term disability insurance, long-term

disability insurance, and life insurance and accidental death.

 Discounts for Group services and products

o 30% to 50% discounts to our employees at all Group hotels, food and

beverage services, and spa facilities.

 Best-in-industry training and Career growth opportunities

o Corporate culture encourages long-term growth and development. And

committed to offering the opportunity to develop skills and career.

 Recognition and Rewards

o recognize and reward commitment to delivering outstanding guest

experience and passion for our business

 Flexible work arrangements to help balance work and home

o Pending manager’s approval, arrangements can be made to help meet

personal and family responsibilities, such as part-time schedules, alternate

hours, and telecommuting. And may also ask to work at any of our

locations.
COMPENSATION POLICY

The policy's goal is to offer a framework for developing, modifying, and

maintaining acceptable compensation and benefits programs and processes while

maintaining proper oversight and control.

To achieve our strategic goals and long-term success, we must be able to

recruit, retain, reward, and encourage outstanding personnel. A fair and transparent

framework aids us in attracting and retaining the talent pool that is vital to gaining a

competitive edge. To differentiate/arrive at an individual's pay range, our

compensation system considers aspects such as role, competency, experience, grade,

and talent availability. Our pay strategy is also based on the fact that our

performance management system provides a solid foundation for comprehensively

evaluating performance.

In the basis of the Labor Code of the Philippines it states that;

Art. 102. Forms of payment. No employer shall pay the wages of an employee by

means of promissory notes, vouchers, coupons, tokens, tickets, chits, or any object

other than legal tender, even when expressly requested by the employee.

Payment of wages by check or money order shall be allowed when such

manner of payment is customary on the date of effectivity of this Code, or is

necessary because of special circumstances as specified in appropriate regulations

to be issued by the Secretary of Labor and Employment or as stipulated in a

collective bargaining agreement.

Art. 103. Time of payment. Wages shall be paid at least once every two (2) weeks or

twice a month at intervals not exceeding sixteen (16) days. If on account of force

majeure or circumstances beyond the employer’s control, payment of wages on or

within the time herein provided cannot be made, the employer shall pay the wages
immediately after such force majeure or circumstances have ceased. No employer

shall make payment with less frequency than once a month.

The payment of wages of employees engaged to perform a task which cannot

be completed in two (2) weeks shall be subject to the following conditions, in the

absence of a collective bargaining agreement or arbitration award:

That payments are made at intervals not exceeding sixteen (16) days, in

proportion to the amount of work completed;

That final settlement is made upon completion of the work.

Art. 104. Place of payment. Payment of wages shall be made at or near the place of

undertaking, except as otherwise provided by such regulations as the Secretary of

Labor and Employment may prescribe under conditions to ensure greater protection

of wages.

Art. 105. Direct payment of wages. Wages shall be paid directly to the workers, to

whom they are due, except:

▪ In cases of force majeure rendering such payment impossible or under other

special circumstances to be determined by the Secretary of Labor and

Employment in appropriate regulations, in which case, the worker may be paid

through another person under written authority given by the worker for the

purpose; or

▪ Where the worker has died, in which case, the employer may pay the wages of

the deceased worker to the heirs of the latter without the necessity of intestate

proceedings. The claimants, if they are all of age, shall execute an affidavit

attesting to their relationship to the deceased and the fact that they are his heirs,

to the exclusion of all other persons. If any of the heirs is a minor, the affidavit

shall be executed on his behalf by his natural guardian or next-of-kin. The

 affidavit shall be presented to the employer who shall make payment through

the Secretary of Labor and Employment or his representative. The

representative of the Secretary of Labor and Employment shall act as referee in

dividing the amount paid among the heirs. The payment of wages under this

Article shall absolve the employer of any further liability with respect to the

amount paid.

WHO SHOULD KNOW THIS POLICY

 Top Managers

 Middle Managers

 Supervisors

 Rank and File Employees

Compensation Structure

To meet the organizational objective of attracting, rewarding and retaining

talent, compensation is delivered through a composition of methods as below:

1. Annual Guaranteed Pay

Annual Guaranteed Pay includes basic salary and optional allowances as

maybe available to eligible employees. Optional allowances include house rent

allowance, medical allowance, conveyance allowance, leave travel allowance and

others. It also includes superannuation allowance. The company shall endeavor to

ensure that the annual guaranteed pay reflects the following

 Job
 Grade
 Performance
 Experience
Benefits

The Company thinks and knows that certain policies are critical in fostering

goodwill among employees. Keeping this in mind, the company is committed to

helping workers and their dependents cope with unplanned and unfortunate life

occurrences, both in terms of health and financial hardship.

Bonus

Employers pay bonus as an instrument to motivate their employees to work to

the best of their capabilities. The Payment of Bonus Act, 1965 provides for the

payment of a Statutory Bonus, which is often confused with the incentive

bonus paid by employers. Unlike incentive bonus, which is an ex-gratia payment,

Statutory bonus is a compulsory payment by law. Payment of statutory bonus under

the Payment of Bonus Act is not a matter of choice of the employer but rather a

matter of right of the employee.

The minimum quantum of Statutory Bonus payable to an employee should be

in conformity with the rates and calculations specified under the Payment of Bonus

Act. The Act in no manner expects an employer from payment of a higher amount of

bonus voluntarily to his/her employee.

2. Long Term Pay

At NDRELLA Manufacturing, we understand the need to encourage institution

building among employees who are the backbone of the organization. Long term pays

maybe administered through employee stock options or deferred cash schemes. Long

term pay serves the following:

 Enhance employee motivation

 Enable employees to participate in the long-term growth and financial success
of the company
  To act as a retention mechanism, enabling employees to become active of the
company/university.

Non-Cash Benefits

These benefits are provided to employees to supplement rewards and meet

their non-financial and other requirements and are linked to their level in the

organization. Non cash benefits are:

 Hospitalization insurance for employees and their dependants

 Group term insurance for employees
 Personal accident insurance for employees as applicable

Payroll Practices

Employees’ salaries will be disbursed on the (date) of every month. If the

regular pay date falls on a Sunday/ holiday, the Company will attempt to make the

disbursement on the previous working day otherwise on the first business day after the

holiday.

Salary Deductions and Withholding

The Company will withhold the following from the employee’s pay cheque

▪ Taxes
▪ Insurance (SSS, Pag-Ibig, PhilHealth)
▪ Other Deductions

Pay Rules

Holiday pay is an additional pay of 100% of the basic wage of a covered

employee on a regular holiday even if that employee does not work. If the covered

employee renders work on a regular holiday, he/she receives his holiday pay (100% of

basic wage) plus his day's wage.

 Under the Philippine Labor Code, employees covered by holiday pay rules

should receive at least 100% of their salary even if they did not report for work, as

long as they're present on the workday or on paid leave on the day immediately

before the holiday.

If the employee works during the regular holiday, the employee shall be paid

200 percent of his/her regular salary for that day for the first eight hours. If the

employee works more than eight hours (overtime work), he/she shall be paid an

additional 30 percent of his/her hourly rate.

Holiday pay rules out

The labor department reminded private sector employers to properly pay their

workers who will report for work during the December holidays.

To guide employers, Labor Secretary Silvestre Bello III issued Labor Advisory

No. 12, series of 2019, which prescribes the proper payment of wages for the special

non-working days on December 8, 24, and 31; and for the regular holidays on

December 25 and 30.

The advisory is pursuant to Proclamation No. 555 signed by President Rodrigo

Duterte on August 15, 2018.

For the special non-working days on December 8 (Feast of the Immaculate

Conception), December 24 (Additional Special Non- Working Day), and December 31

(Last Day of the Year), the following pay rules shall apply:

▪ If the employee did not work, the “no work, no pay” principle shall apply,
unless

there is a company policy, practice, or collective bargaining agreement (CBA)

granting payment on a special day.

▪ For work done during the special day, he/she shall be paid an additional 30

percent of his/her basic wage on the first eight hours of work [(basic wage x

130%) + COLA].

▪ For work done in excess of eight hours (overtime work), he/she shall be paid

an additional 30 percent of his/her hourly rate on the said day [hourly rate of

the basic wage x 130% x 130% x number of hours worked].

▪ If an employee works on a special day that also falls on his/her rest day, he/she

shall be paid an additional 50 percent of his/her basic wage on the first eight

hours of work [(basic wage x 150%) + COLA].

▪ For overtime work on a special day that also falls on his/her rest day, he/she

shall be paid an additional 30 percent of his/her hourly rate on the said day

[Hourly rate of the basic wage x 150% x 130% x number of hours worked].

▪ Meanwhile, for work done during the regular holiday on December 25

(Christmas Day) and December 30 (Rizal Day), the employee shall be paid 200

percent of his/her wage for the first eight hours [(basic wage + COLA) x

200%].

▪ If the employee did not work, he/she shall be paid 100 percent of his/her wage

for that day [(Basic wage + COLA) x 100%].

▪ For overtime work (work done in excess of eight hours), he/she shall be paid

an additional 30 percent of his/her hourly rate on said day [Hourly rate of the

basic wage x 200% x 130% x number of hours worked].

▪ If an employee works on a regular holiday that also falls on his/her rest day,

he/she shall be paid an additional 30% of his/her basic wage of 200% [(basic

wage + COLA) x 200%] + [30% (basic wage x 200%)].

▪ For overtime work on a regular holiday that also falls on his/her rest day,
he/she shall be paid an additional 30 percent of his/her hourly rate on the
said day
 [Hourly rate of the basic wage x 200% x 130% x 130% x number of hours

worked].

PAYROLL DEDUCTIONS

Automatic payroll deductions are made for income taxes, SSS, Phil health

(PHIC) and PAG-IBIG. Employees may authorize voluntarily deductions for life

insurances, credits and loans.

BENEFITS POLICY
➢ SICK LEAVE POLICY
Sick Leave Policy shall be granted for employees. The company recognizes

that employees will need days off from work from time to time to address their

medical needs. All employees will accrue sick leave from the date of hire. If an

employee previously has used any portion of the 10 days of sick leave for general

family, that amount must be subtracted from the 12-week entitlement. If an

employee has already used 12 weeks of sick leaves to care for a family member with

serious health condition, he/she cannot use an additional 13 days in the same leave

year for general family care purpose. An employee is entitled to no more than

combined total of 12 weeks sick leave each leave year for all family care purposes.

➢ CALAMITY LEAVE
Employees must be rendered at least (6) six months of service shall be grant a

“calamity leave with pay’’ who were affected flood, landslide, typhoon, earthquake

and other calamity.

➢ MATERNITY LEAVE
Pregnant woman employees who have rendered an aggregate service of at least

6 months for the for the last 12 months, maternity leave of at least 2 weeks prior to the
expected date of delivery or abortion with full pay based on her regular or average

weekly wage the employer may require from any woman employee applying for

maternity leave the presentation of a medical certificate stating that delivery will this

formula below probably take place within 2 weeks. Be extended without pay on

account of illness medically certified to arise out of the pregnancy, delivery,

abortion on miscarriage, which renders the woman unfit for work, unless she has

earned unused leave credits from which such extended may be charged.

➢ PATERNITY LEAVE
The paternity leave allows father to care for their new born and wife after

giving birth or help their partner recover after a delivery, miscarriage or abortion. It

shall be granted to the employee seven (7) working days for the first deliveries with

full pay.

➢ FUNERAL LEAVE
Employee who has rendered for at least six (6) months of aggregate service in

the company are eligible for (5) five days of ‘funeral leave with pay’ for each death of

an immediate family or of significantly close relatives.

➢ PARENTAL LEAVE FOR SOLO PARENT

Shall mean benefit granted to a solo parent with full pay, enables him/her to

perform parental duties and responsibilities to their children where physical presence

is required. This benefit shall be granted to a solo parent when he/she rendered for at

least six (6) months of service in the company.

➢ SPECIAL LEAVE FOR WOMEN

The woman employee is entitled to special leave benefits for two (2) months

with full pay based on her gross monthly compensation. The employee had worked

under the current employer for at least 6 aggregate months within 12 months of

service.
If the woman employee suffered with their reproductive organ can benefit this Magna

Carta special leave.

➢ SERVICE INCENTIVE LEAVE

Every employee who has rendered at least 1 year of service is entitles to

service incentives leave (SIL) of five (5) days with pay. Incentives leave computation:

Monthly Salary / days of operation x 5 days = ₱ 8, 216.00 / 26 x 5 days

= ₱ 1, 5 80.00 incentive leave pay

COMPANY SPONSORED BENEFITS

▪ 13th MONTH PAY
Employee rendered at least 6 months of service in the company shall be

granted to this benefit. The Company grants 13th Month Pay on December 24 every

year. The 13th month pay is equivalent to one month of employee’s basic annual

salary.

If the employee rendered at least 6 months up to 11 months they receive a 13th

month by using this formula below:

(Monthly salary x month of service)

12 months
EXAMPLE:

An employee basic salary is ₱ 8, 216.00 per month and had work for six months.

= ₱ 8, 216.00 x 6 months of service 12 months

= ₱ 4, 108.00 (13th Month pay)

▪ LIFE AND ACCIDENT INSURANCE

All regular employees are insured under a non-contributory Group Accidental

Death and Dismemberment Insurance Plan. The amount of insurance varies, according

to the level of your position grade. Each employee is requested to fill-up and/or

updated
an insurance coverage from to assign their beneficiaries. Any changes in beneficiaries

must be officially enrolled with the insurance provider to take effect.

▪ UNIFORM
This policy shall apply to all regular employees. However, employee with less

than one year shall bear the corresponding amortized amount of the uniform he/she

should voluntarily resign from employment before completing one year of service

with the company.

▪ CAREER DEVELOPMENT
It is the policy of NDRELLA Manufacturing to encourage its employee to

develop in their jobs so that they may improve their performance and quality for more

advanced position; and we value high – calibre and skilled one.

▪ EMPLOYEE OF THE MONTH AWARD

The employee must be time conscious and arrived on or before the duty,

showing how important his/her job is. Employee must know how to handle and

interacts politely with the customers and must be calm in facing problem in terms of

difficulty.

▪ CERTIFICATE OF EMPLOYMENT (COE)

Upon the severance of the employee service relation, the company shall the

employee a written statement of the nature and duration of the service and his or her

efficiency and conduct as an employee of the company. This benefit shall be given to

the employee who at least rendered six (6) of service in the organization.

▪ MEAL ALLOWANCE
The company recognizes the needs of its employees on instances when they

need to render extra time beyond their regular work schedule to accomplish certain

tasks. Therefore, a meal allowance is hereby provided to compensate extra time

rendered by such employees.

Coverage

All managers, supervisors and rank and file employees

Weekday: 3 hours – ₱ 350.00 (30 mins. inclusive break)

Weekend/Holiday: 2 hours - ₱ 350.00 (exclusive of break)

4 hours - ₱ 500.00 (exclusive noon break)

▪ SEPARATION PAY

An employee’s entitlement to separation pay depends on the reason or ground

for termination of his or her service. The computation of separation pay of an

employee shall be based on his or her latest salary rate.

▪ PERFECT ATTENDANCE
All employees are eligible for perfect attendance provided that they did not

incur any late, absences and under time. Employees will receive ₱ 200.00 per

month, ₱

500.1 for 3 consecutive months, ₱ 2,00.00 for 12 months straight, from January to

December with perfect attendance. Those employees with vacation leave filed on time

are also included or eligible for perfect attendance.

▪ VACATION LEAVE FOR 1 WEEK

It shall be granted to employees who rendered their services at least one (1)

year in the organization.

▪ LOCAL / INTERNATIONAL TRAVEL INCENTIVE

Local Travel Incentive within the Philippines shall be granted to the employees

who rendered their service for at least two (2) years and International Travel Incentive

within Asian countries for the employees who rendered their services for at least seven

(7) years in the organization in recognizing his or her loyalty and achievement through
outstanding performance within the succeeding years. All expenses shouldered by the

company plus pocket money throughout the whole travel.

▪ CHRISTMAS GIFTS FOR CHILDREN OF SLLC EMPLOYEES

As part of NDRELLA Manufacturing Christmas Celebration, all children of

the employees with the ages 12 years and below will be receiving gifts from the

management as early as second week of December.

Legal Requirements

Understanding the legal obligations of the business when running a business is

a must. Not understanding fully, the business, can experience serious problems, such

as legal action, fines, business suspension and closures. Various legal requirements

that will protect the business and customers may apply, but can also provide other

benefits— for example, accurate record keeping is a requirement under tax laws

and it helps minimize losses and manage cash flow. Valid government-issued IDs

(Driver's License, GSIS, SSS, PRC License) Tax Identification Number registration

from the BIR. Minimum capital requirement deposited in a local bank. Business

Permit and Mayor's License from the municipal office.

The Legal Requirements to Start the Business

Business License

 Mayor’s Permit
 Barangay Clearance
 Sanitary Permit
 Fire Safety Evaluation
 DOLE
 BIR
 DTI
MAYOR’S PERMIT
Republic of the Philippines
Province of Zamboanga Sibugay
MUNICIPALITY OF IPIL
OFFICE OF THE MUNICIPAL MAYOR

BUSINESS PERMIT 2022

NO.
Is hereby granted to of
, Ipil, Zamboanga Sibugay Province, to
operate the business of ,

Upon payment of the required license fee (s) (Quarterly/ Semi-Annually/Annually),

revoked or cancelled for cause.

This PERMIT, together with the official receipt/s shall be displayed in a

conspicuous place of business.

Issued this
day of Municipal Hall, Ipil, Zamboanga Sibugay,
Philippines.

PAID UNDER O.R. #

DATE ISSUED:

EXPIRY DATE:

Municipal Mayor
BARANGAY CLEARANCE
REPUBLIC OF THE PHILIPPINES
Ipil, Zamboanga Sibugay
Barangay Veterans

B.C. No. 102315000279

BARANGAY BUSINESS CLEARANCE

This is to certify that located at
(Business Address) with as kind of business, is
hereby granted permit to operate its business from the city government.

This certification is being issued as mandated by Paragraph C of Section 152. Article

IV of Republic Act 7160, otherwise known as the 1991 Local Government Code, for
the purpose of securing business permit/license from the Municipality of Ipil for the
year .

 New

 Renewal

 Others:

OR #:

Amount:
SANITARY PERMIT
REPUBLIC OF THE PHILIPPINES
PROVINCE OF ZAMBOANGA SIBUGAY
MUNICIPALITY OF IPIL

CITY HEALTH OFFICE

SANITARY PERMIT TO
OPERATE

ISSUED TO
(Registered Name)

(Type of Establishment)

ADDRESS:

SANITARY PERMIT NO: DATE ISSUED

DATE EXPIRATION: .

THIS PERMIT IS NOT TRANSFERABLE AND WILL BE REVOKED FOR

VIOLATION OF THE SANITARY RULES, LAWS OR REGULATIONS OF
P.D. 522/P.D. 856/HEALTH & SANITATION CODE OF THE
MUNCIPALITY OF IPIL AND PERTINENT LOCAL ORDINANCES.

Recommending Approval

Sanitary Inspector

Approved

City Health Officer

FIRE SAFETY EVALUATION CLEARANCE
Republic of the Philippines
Department of the Interior and Local Government
BUREAU OF FIRE PROTECTION

FSEC NO: R

FIRE SAFETY EVALUATION CLEARANCE

Date
TO WHOM IT MAY
CONCERN:
By virtue of the provisions of RA 9614 known as the Fire Code of
the Philippines of 2008 the applications for FIRE SAFETY
EVALUATION CLEARANCE of

(Name of Building/Structure/Factory)

to be constructed/ renovated/ altered/ modified / change of

occupancy located at

(Address)

Owned by

(Name of Owner/ Representative)

is hereby GRANTED after the building plans and other

documents conform to the fire safety requirements of the Fire Code
of the Philippines of 2008 and its IRR and that the recommendations
in the Fire safety Checklist (FSC) will be adopted.
 This clearance is being issued for

Violation of Fire Code provisions shall ips o facto cause this

certificate null and void, and shall hold the owner of the building
liable to the penalties provided for by the said Fire Code.

Fire Code Fees:

Amount Paid:

O.R. Number:

Date:

RECOMMEND APPROVAL:

CHIEF, FSES
APPROVED:

CITY/MUNICIPAL FIRE MARSHAL

NOTE: “This clearance is accompanied by Fire Safety Checklist and

does not take place of any license required by law and is not
transferable. Any change or alteration in the design and specification
during construction shall require a new clearance”

PAALALA: MAHIGIT NA IPINAGBABAWAL NG PAMUNUAN NG

BUREAU OF FIRE PROTECTION SA MGA KAWANI NITO ANG
MAGBENTA O MAGREKOMENDA NG ANUMANG BRAND NG FIRE
EXTINGUISHER”

“FIRE SAFETY IS OUR MAIN CONCERN”

DEPARTMENT OF LABOR AND EMPLOYMENT (DOLE)
Republic of the Philippines
DEPARTMENT OF LABOR EMPLOYMENT
ZAMBOANGA PENINSULA REGION

This
CERTIFICATE OF REGISTRATION
Numbered XII – O – 2022-0107-002
TIN
Is issued to
(Name of the Company)

(Address of the Company)

For having complied with the registration requirements including the

orientation briefing on D>O> 18-A as provided for in the Labor Code, as
amended, and its Implementing Rules and having paid the registration fee in
the amount of TWENTY-FIVE THOUSAND PESOS (P25,000.00) per
Official
Receipt Number _ dated .
In witness whereof, and by authority vested in me by the Labor Code,
as amended and it’s Implementing Rules specifically Department Order No.
18- A, Series of 2011 entitled Rules Implementing Articles 106 to 109 of the
Labor Code, as amended, I have hereunto set my hand and affixed the Official
Seal of Regional Office No. – XII, Department of Labor and
Employment, Ipil,
Zamboanga Sibugay, on this day of .
This certificate of Registration shall be valid until ,
subject for renewal every three (3) years based on Section 20 of Department
Order No. 18-A, series of 2011, unless sooner cancelled by the Regional
Director.

Regional Director
 BUREAU OF INTERNAL REVENUE (BIR)
REPUBLIKA NG PILIPINAS
KAGAWARAN NG PANANALAPI
KAWANIHAN NG RENTAS
INTERNAS
REVENUE REGION:
REVENUE DISTRICT:

BIR Form No: OCN:

Revised July 1997

CERTIFICATE OF REGISTRATION
BUSINESS REGISTRATION
DATE:

REGISTRATION
TIN: NAME: DATE:

REGISTRATION ADDRESS:

REGISTRATION ACTIVITIES:

TRADE NAME: LINE OF BUSINESS/INDUSTRY:

DEPARTMENT OF TRADE AND INDUSTRY (DTI)

This certifies that

(Name of the Company)

(City/Municipality)

MUNICIPALITY OF IPIL – REGION IX (ZAMBOANGA PENINSULA)

is a business name registered in this office pursuant to the provisions
of Act 3883, as amended by Act 4147 and Republic Act No. 863, and
in compliance with the applicable rules and regulations prescribed by
the

Department of Trade and Industry

This certificate issued to

(Name of the Owner)

is valid from to subject to continuing compliance

with the above-mentioned laws and all applicable laws of the
Philippines, unless voluntarily cancelled

In testimony whereof, I hereby sign this

Certificate of Business Name Registration

(Secretary)
Business Name No:
and issue the same on in the Philippines.
This certificate is not a license to engage in any kind of business and
valid only at the scope indicated herein.
CONTRACT OF EMPLOYEES
EMPLOYMENT AGREEMENT
The Employment Agreement is made as of this day of , 20 by and
between
and .
(Name of the Employee) (Name of the Employer)
The two parties agree and covenant to be bound by the terms set forth in this
Agreement as follows:
1. Employment. Employer shall employ an employee as a on
a full time or part time basis under this
(Job Title)
Agreement. In this capacity, Employee shall have the following duties and
undertake the following responsibilities:
a)
b)
c)
Employee shall perform such other duties as are customarily performed by other
persons in similar positions, including other duties as may arise from time to time and
as may be assigned.
2. Performance of Duties. Employee shall perform assigned duties and
responsibilities in a professional manner, a good conduct, and to the best of
Employee’s skills, abilities, talents and experience.
3. Term. Employee’s employment under this Agreement shall begin on
day of
, 20 and be for an unspecified term on an “at will’ basis.
4. Compensation.
A. Base salary. As compensation for the services provided by Employee under
this Agreement. Employer will pay Employee
per hour.
Employer will pay Employee once a month on the 7th day of each month.
Employer shall deduct any and all federal income and social security taxes
and state or local taxes as required by law.
B. Overtime. Employee shall receive overtime compensation for services
performed as salaried or exempt employee.
C. Additional Compensation. Any additional compensation or bonuses paid
to Employee shall be paid at the sole discretion of Employer.
 5. Work Location. Employee will primarily perform their employment duties at
.
(Company Location)
6. Employee Benefits. Both parties will comply with Employer policy regarding
employee benefits or as required by law.
A. Sick Leave. Employee shall be entitled to be paid sick leave of up to
days per year.
B. Calamity Leave. Employee shall be entitled to be paid calamity leave of up
to
days per year.
C. Personal Leave. Employee shall be entitled to be paid personal leave of up
to
days per year.
D. Other. (Enter any other benefits)

Employee’s Signature Employee’s Full Name

Employer’s Signature Employer’s Full Name

Witnessed by:

Witness’s Signature Witness’s Full Name

CONTRACT OF BUSINESS AGREEMENT

This Business Agreement is made between (name of the 1st

party) and
(name of the 2nd party). The tenure of this
agreement is from
(date/month/year) to
(date/month/year). None of the party can withdraw the business services before the
completion of the tenure.
Personal Details of First Party:
Official Name:
Home Address:
Email Address:
Contact No:
Personal Details of Second Party:
Official Name:
Home Address:
Email Address:
Contact No:
Terms and Conditions of the Contract:
1. Both parties agree to
(mention the fact or condition that the parties
mutually agree to).
2. The first party shall pay a sum of (mention the circumstances under
which the contract would be terminated).
The contract will come under the jurisdiction of _ (name of the
governing body).

Signature of the 1st Party Date/Month/Year

Signature of the 2nd Party Date/Month/Year

Patenting

I, CLAIRE E FONTANOZA, CINDY SORIANO AND MARLYN SIKO, the

owner of the sole proprietorship of the

above-named business venture, federal tax ID. Number .

Engaged in business under the trade name of NDRELLA MANUFACTURING.

The NDRELLA Manufacturing, being new established as a Sole

Proprietorship, has to comply with the government rules and regulation before starting

its actual operation. Such compliance is necessary not only because it’s required a

legal personality in most of its transaction. It’s also necessary in order for the business

to avail some privileges and other incentives offered by the national government.

In accordance with requirements of the department of labor and employment

(DOLE), the corporations should provide their employees with the safety

requirements necessary to assure their safety while at Rework these include fire

extinguishers in the workplace, design waste disposal facility and general ventilation

equipment, and appropriate protection equipment and clothing for their work.

An employee must be paid his/her wages for all hours worked. Employees are

entitled to equal compensation for work of equal value and to equal access to

promotion and training opportunities. Discrimination against to tenure, no employees

can be dismissed from the work except for just or authorized caused and only after

due process.

I further certify that the company has, and at the time of adoption of this

resolution had, full power and lawful authority to adopt the resolution and to confer

the powers granted above to the person named who have full power and lawful

authority to exercise the same.

OPTIONAL NOTARIZATION;

Subscribed and sworn before

2023, first (1st) of May .

In witness whereof
I have subscribed my name to this
Document on 2023, month May

CLAIRE E. FONTANOZA
Name of Proprietorship

CINDY SORIANO
Name of Proprietorship

MARLYN SIOKO
Name of Proprietorship