CODE OF DISCIPLINE

I. GENERAL PRINCIPLE

Discipline is essential to the welfare of the Company and it is necessary for its corporate growth. All employees are expected to
behave themselves in a manner suited for their respective positions and are responsible to protect the interest of the
organization all the time. It is the obligation of the management to ensure that discipline and order should be maintained. Bert
Lozada Swim School, just like any other institution, promotes a good working, teaching and learning environment on its
employees and clients. With that there are several policies and procedures that this company is implementing.

The following rules and regulations of the company is implemented for the guidance and compliance of the employees to
promote fairness and impartiality in the enforcement of the penalties for offenses committed against the company, its property,
employees, clients and board of directors.

A. CATEGORIES OF OFFENSES

1. GRAVE - if it is described as gross negligence; or if it involves significant matter (e.g., large amount of money, confidential
information); or can be for public scandal and resulting to loss of confidence (e.g., dishonesty, drunkenness, immorality) or
is maliciously intended or deliberately planned (whether the intended damage is achieved or not); or results in serious
financial loss or administrative/operational difficulty or corporate embarrassment for the Company; or seriously demoralize
duly constituted authority.

2. SECOND DEGREE - if it implies a habitual disregard of the rules and regulations of the company and involves either
repeated violations of offenses, or liable of an offense which results in serious embarrassment or inconvenience to another
person or the company.

3. MINOR if it involves a violation of a rule or procedure rather than of a moral rule, or represents a mistake or an act of
negligence than a malicious intent, and which does not result in a serious inconvenience either to another person or to the
Company.

B. PENALTIES

Penalties shall be imposed for the purpose of establishing order and discipline in the Company.

1. REPRIMAND/WARNINGS - defined under these rules is a written notice calling attention to the offense, and warning the
offender against repetition of such violation in the future. It should be used for minor offenses. It should be applied to first
offenders and can be corrected without resorting to more severe penalties. In general, a warning is adequate when:

 No previous warnings have been issued to the employee for the same type of offense;

 The wrongdoing is the result of carelessness, inattention to duties;

 The employee has had satisfactory record up to that time; or

 Considering the attitude of the employee, it is apparent that warnings are enough to
dissuade repetition of offenses.

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 2. SALARY DEDUCTION/FINES - Penalties for under time, tardiness, loss or damage to property and the like may be
accompanied by a fine or salary deduction. The salary deduction shall be equivalent to the employee’s salary for the period
of under time or tardiness or the current market value of property lost or destroyed. Before salary deduction is effected,
concerned employee shall be advised in writing.

3. RESTITUTIONS - This penalty may be imposed along with any of the other penalties for cases of destruction of or damage
to the property of the Company, of its employees, clients or other parties doing business with the Company and for cases of
theft. The Company may recover the amount involved by means which allows the offender to pay the amount involved.
Depending on the gravity of the offense, restitution shall mitigate the other penalties attaching to the infraction. This is
without prejudice to other judicial remedies available to BLSS.

4. DISCIPLINARY SUSPENSION – defined in these rules is physical detachment from service for a designated period of time
without salary and benefits for the period of suspension. The terms of suspension shall be determined by the gravity of the
offense committed. It is an effective way impress an employee with the seriousness of his continuing failure to improve
either in performance or behavior. While suspension results in the loss of the employee’s service for a short time, the long
term improvement of his/her performance and the resulting effect on the other employees will be worth the temporary
inconvenience.

Unless there are usual circumstances, the disciplinary suspension should be the minimum penalty for intentional breaches
of discipline, or it should be imposed after a warning or reprimand has failed to put a stop to minor offenses. It should be
long enough to discourage any employee from repeating the same offense. Unusual circumstances may tend to lessen the
severity of the penalty.

If a staff member suspended without pay is subsequently cleared of all charges, he shall be restored to his original position
with full pay from the date of his suspension and without any adverse effect on his tenure of employment.

5. TERMINATION – defined as dishonorable separation from the service. In cases of dismissal, the staff member
automatically forfeits all benefits which would normally accrue to him on retirement or separation for reasons other than for
cause. It is the policy of the Company to dismiss any employee who fails to abide with the Company’s policies and
procedures because such action compromises the goodwill and integrity of the company.

C. EFFECTS OF PENALTIES IMPOSED

Penalties imposed have adverse effects on promotion and merit rating. Such effects are made known to all employees of the
Company to further deter them from committing offenses. Effectivity periods are applied on these adverse effects in order to
protect employees from being unduly penalized beyond such periods.

Any employee who is served a written specification of an offense shall be temporarily withheld any forthcoming promotion and/or
salary increase until cleared. If he is found guilty, the forthcoming promotion and/or salary increase shall not be granted.
Consequently, the appropriate penalty and its effects (as stated above) shall be applied.

II. RULES AND REGULATIONS

This Code of Discipline is not all-inclusive. There may be other acts or omissions not explicitly contained herein but which are
clearly prejudicial to the welfare/interest of the Company. The Company reserves its right to consider them punishable and to
impose appropriate sanctions/penalties as warranted by the circumstances of each case. Punish ability of other acts not
contained or defined in this policy write-up shall be determined by the Committee on Rules for Personnel Conduct.

Penalties for successive violations of the same work rule shall be progressively more severe than the penalty for a first violation.

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The company supports and abides the Laws that govern the Republic of the Philippines. We are on strict compliance on the
following regulation:

 Republic Act No. 7610 or the Child Protection Act

 Republic Act No. 7877 or the Act Declaring Sexual Harassment Unlawful in the Employment,
 Education, or Training Environment, and for Other Purposes
 Republic Act No. 9262 or the Violence Against Women
 Manual for Private Schools and all applicable rules and regulations issued by the Department of Education (DepEd) and
Commission on Higher Education (CHEd)
 Republic Act No. 9165 or the Comprehensive Dangerous Drug Act of 2002

A. Attendance

1. Tardiness -

Employees are required to be on their respective venue 30 minutes before the start of the first class. Some are in exemption to
this rule, especially those reporting to the office or the administrative staffs or officers. They have their own official working hours.
Working hours will be discussed with you by your Venue Head/Immediate Superior.

A corresponding deduction will be given for every minute of tardiness an employee will acquire. Tardiness exceeding to 120
minutes per cut-off is equivalent to a one-day-pay deduction. Repetitious or habitual tardiness will be given fair disciplinary action
upon the discretion of the management.

2. Absences –

Absences often cause delay and disruption in classes and reassignment of personnel causes the company to incur additional
cost. Notice must be given to the Operations Supervisor, Operations Assistant, and Venue Head at least 12 hours before the
official working hours to give enough time to find possible reliever or to advise the students. Text messages are allowed provided
the recipient will confirm received, if no confirmation, a phone call must be made. No load or low battery will not be an
acceptable excuse for failure to inform the company of their absences.

 NOTE: Any employee who will go on Absence without Official Leave and Abandonment of Work will not be entitled anymore
to any remaining incentives and compensation.

3. Leave Application-

a. Vacation Leave, Solo Parent Leaves (follow government guidelines) and Birthday Leaves- must be filed 5 days before
the scheduled leave.
b. LEAVES DURING THE SUMMER SEASON, COMMUNITY EVENTS, SPECIAL EVENTS/COMPANY ACTIVITIES
AND IS STRONGLY DISCOURAGED AND CAN BE DISAPPROVED.
c. Saturday Vacation Leaves - All application for vacation leaves will be disapproved if it falls on a Saturday or during
summer season. For those who will not be able to report for work on a Saturday, they will be considered absent / leave
without pay.
d. Maternity Leaves and Paternity Leaves – must be filed a month before the scheduled leave.
e. For those who will file for a sick leave that will fall on a Saturday, employee must be able to provide a doctor’s
certificate even if it is just for one day. If they cannot provide a doctor’s certificate their sick leave will be disapproved
and considered absent / leave without pay.
f. Approval of Birthday leaves that falls on a Saturday or during summer season will be a case to case basis.
g. Sanctions will be given to those who do not give prior notice / late advice of their absences.

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4. Time keeping

Each employee must record their actual and accurate TIME IN and OUT on a DAILY BASIS. Incomplete time in or out will
considered absent or half day. Failure to use the biometrics and time cards must have the signature of the Head and the reason
must be stated in the timesheets. The company does not allow under time, all under time will be considered half day. All over
time must have prior approval of the Operations Supervisors/Operation Manager/Immediate Heads.

All employees who have field work or out of the regular venue assignments must accomplish the itinerary forms and ensure that
it was signed by the contact person/Operations Supervisor/Officer.

For regular employees, leaves must be filed during cut-off. If without leave forms, it will be leave without pay.

B. Use of Company Property

1. Company Issued Uniform - BLSS issues uniforms for their probationary and regular employees because their appearances
reflect the image of our company. All employees are issued shirts/uniforms must duly wear them in accordance with the
policy:

a. Grooming standard for Coaches and Swim Teachers:

When reporting and leaving the work place:

BLSS Current Shirt Uniform

Plain Pants
Plain Pants – ¾ length
Plain Shorts – this is only allowed if the Venue does not require the employees to wear pants
Close shoes
Acceptable pants and shorts:
 Must not be too short (shorts not too short just a few inches above the knee)
 Must be in good condition and not torn or have any design
 Colors allowed: blue, black, khaki, brown, gray, white

When in the pool area:

BLSS Shirts and Shorts (following our guidelines)

BLSS Rash Guard
Dark Blue/Black Jammer
Slippers
No bikini cut bathing suit and trunks

All Coaches and Swim Teachers are required to bring pants every day. Everyone are required to wear pants when meeting
any official or VIP of the venue and when they go to any BLSS Office.

All Swim Teachers are required to bring home with them everyday their rash guard in case they will be assigned to another
venue the next day. Anyone who don’t have a rash guard and cannot report to another venue or cannot teach because they
don’t have their rash guard can be considered absent on that day.

b. Grooming standard for Venue Secretaries and Office employees: (All Swim Teachers and Coaches are required to
follow this dress code when they are going to any BLSS Office or when they have meetings with the Venue Officials or
customers.)

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 When reporting and leaving workplace:

 BLSS Current Shirt Uniform

 Plain Pants/skirt
 Close shoes

Acceptable pants and skirts:

 Must not be too short

 No leggings or tight pants
 Must be in good condition, plain and not torn.
 Colors allowed: blue, black, khaki, brown, gray, white
 Skinny jeans are allowed
 ¾ length pants are not allowed

All Venue Secretaries are required to bring with them everyday swim attire in case they will be asked to relieve a Swim Teacher.

c. OTHER UNIFORM POLICIES:

Bert Lozada Swim School issues uniforms for their selected fixed term contract employees, probationary and regular employees
because their appearances reflect the image of our company. All those who were issued shirts/uniforms must duly wear them in
accordance with the policy:

 Employees should always wear their current uniforms from Monday to Saturday.

Monday, Tuesday, Wednesday and Saturday – shirt uniform

Thursday and Friday – any BLSS or Swim Shirt that was officially distributed or bought from the Head Office. Venue/Team
shirts must have prior approval from the management before they are allowed to be worn during these days. Warning forms
will be issued to those wearing shirts that were not approved by the management.

 Current uniforms must be worn when on duty and should be kept well maintained. The full responsibility for maintenance
and cleanliness will remain with the employee.

 Employees are prohibited to wear their uniforms in inappropriate places. (I.e. bars, beer houses, motels, gambling places
etc.), even if they are no longer employed with the company.

 There shall not be any excuse for non-wearing of uniforms on the prescribed days. Exemption may be entertained on a
case-to-case basis. Any exception from wearing the uniform requires prior approval from and is at the discretion of the
Management.

 Employees are prohibited from altering the design of the uniform.

 The uniforms should not be used by anyone who is not an official employee of the company. In case the employee will
leave the company, he/she are the only one allowed to wear the shirt and should not let another person wear it.

 Upon hiring, BLSS will shoulder 50% of the cost of the allocated uniform and the employee will shoulder 50% of the
allocated shirt to be deducted on their salary.

 If the employee would work for less than 6 months upon the issuance of the uniforms he/she will have to pay 100% of the
cost of the uniforms.

 If employee would request for additional uniforms he/ she will have to pay 100% of the cost of the uniforms.

 We strictly implement the no cancellation policy for additional order of shirts, so kindly ensure the order details.

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d. OTHER GROOMING STANDARDS –

If uniform is unavailable, employees are required to wear decent and respectable attire. In the pool area, swim teachers are
allowed to wear decent shorts. Everyone must keep in mind that the company is a school; and should be role models to the
students. In case employee will not be able to wear the official shirt or uniform and has prior approval from the management,
please take note of the following guidelines:

ACCEPTABLE ATTIRE (SMART CASUAL ATTIRE - IF IN CASE UNIFORMS ARE UNAVAILABLE)

 Presentable T-shirts with or without collar, tucked or untucked.

 Sport shirts/polo
 Blouse (with sleeves or sleeveless – for females)
 Skirts, shorts, pedal pusher, Capri pants (for females)
 Formal shorts
 Jeans, slacks, jogging pants, skinny jeans
 Slip-on sandals (for males-with socks)
 Rubber shoes with socks
 Low heeled pumps (females)

UNACCEPTABLE ATTIRE FOR FEMALES (IF IN CASE UNIFORMS ARE UNAVAILABLE)

 Micro-mini skirts
 Plunging necklines
 Halter top
 Spaghetti strap
 See-through outfits
 Leggings
 Sleeveless shirts or blouses

UNACCEPTABLE ATTIRE FOR MALES (IF IN CASE UNIFORMS ARE UNAVAILABLE)

 Sleeveless shirts
 Basketball shirt & shorts
 Summer (floral) shorts
 Bonnets

UNACCEPTABLE FOR BOTH FEMALES AND MALES

Rubber slippers (beach walk) – this is only allowed near the pool area.

Jewelry – wearing of jewels must be discrete and professional in appearance. Ear piercing is acceptable provided that the
earrings used are professional in nature. Facial piercing is not accepted for safety reasons (i.e. nose rings, eyebrow rings,
tongue, etc)

Hair – must be worn in a neat, acceptable and tidy fashion, with a discrete and professional color and style. Only natural hair
colors are accepted. When in water, long hair should be worn tied back for females. For males, clean haircut is required – hair
should not touch the collar, ears and eyebrows, and must not cover the eyes.

Tattoos – must be covered, especially those which could be perceived to be offensive (i.e. tattoos of naked men/women, skulls
or daggers dripping blood, etc).

Nails should be kept neat and trimmed.

For males, nail polish, moustache, and beard are not allowed.

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Failure to comply with the grooming standards and repetitious violations are subjected to penalty or disciplinary actions
depending on the gravity of the violation incurred.

2. Swim Instructors Rash Guard –

 Rash Guards will be released to selected Swim Instructors.

 The Rash Guard is a company property and entails cost. Employees/project based employee who will receive the Rash
Guard will have to pay a corresponding amount as their deposit. This is salary deduction (installments scheme will be
discussed).

 Operations Employees will wear their Rash Guard for official company events or when teaching or coaching students of
BLSS only.

 Operations Employees are not allowed to wear the Rash Guard if it is not an official company event or work from BLSS.

 The employee is the only one allowed to wear the Rash Guard released to them; they are not allowed to lend it to anyone
unless there is a prior approval from the CEO and COO only. All those who were reported or caught using the Rash Guard
for another purpose besides what was stated above and lending them to others will be subject for disciplinary action or a
case will be filed against them even if they are no longer connected with the company.

 The Operations Employees are required to return their Rash Guard once they leave the company and they will get the
amount they deposited. If the Rash Guard is damaged and worn out, there will be corresponding deduction from their
deposit which will be determined by Adm.

 In case the employee cannot return the Rash Guard when they leave the company, they cannot get their deposit and they
have to pay additional P1,000.00 to cover the total cost of the garment which will be deducted from their last pay.

3. Coaches Uniform –

For the coaches, they will be given another set of uniforms and payment for these is deducted from their salary in installment
basis.

4. Company Issued Equipments/Funds/Materials

Employees who will receive the electronics/equipment/materials/funds (i.e. benches, cell phones, laptops, noodles, Venue
Coordinator’s Kit, printer, desk top computer, etc) issued by the Bert Lozada Swim School are responsible in maintaining it in
good condition and safekeeping while in use or in their custody. Failure to comply with this rule will entail a corresponding
disciplinary action. Loss/damaged equipment/material/funds/equipment may also be charged against the employee who received
it. Personal/excessive usage which entails cost will be charged to the employee.

C. Separation

1. Resignation

The decision of an employee who voluntarily serves his resignation with the Bert Lozada Swim School will be respected and
allowed provided that he/she will give a minimum notice of at least 30 days to the management.

This 30 days notice will be enough for turnover of records, papers, reports, work-in process, responsibilities, money and/or
property to the person who will replace the resigned employee. Failure to serve the required notice will make the employee be
responsible for any damages incurred by the BLSS due to disruption of classes, reassignment of personnel and other incidents.

2. Termination

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Termination is the separation of an employee as a disciplinary action for his violation of the terms and conditions found in his
agreement with the company.

D. Performance Appraisal System/Performance Evaluation

Purpose

The performance appraisal system allows the management to periodically receive feedback regarding the employee’s
performance, as well as his goals and objectives. The management always wants to know how their employees match up to the
goals that have been set by the company. The performance appraisal will provide this information by being as objective as
possible.

This kind of evaluation will help the management decide for salary increases, disciplinary actions, and other possible
recommendations for their employees. All evaluation sheets are kept confidential and everything written in there are not to be
disclosed to anyone without the consent of the management. There will be evaluations for fixed term contracts, probationary
employees, and regular employees.

E. GENERAL POLICY ON DISCIPLINE

The Policy of this BLSS is to correct or imposed disciplinary action to any employee who refuses to abide by the rules and
regulations. Disciplinary actions are done to discourage repetitious or future misconduct of any employee. Unsatisfactory
performance should be discussed with the immediate superior to maintain morale in the venue/office. As a result, efficient and
productive group will be formed.

F. TABLE OF OFFENSES AND PENALTIES

SERIOUS MISCONDUCT 1st Offense 2nd Offense 3rd Offense 4th Offense 5th Offense
Assaulting or inflicting bodily injury to any individual
within the company/venue premises whether or not Termination
resulting in serious physical injury or in death
Stealing from the company
property/employees/venue/venue’s
Termination
employees/customers/clients/anybody willfully within
the company/venue premises
Falsifying, destroying, tampering, or manufacturing or
attempting to falsify, destroy, tamper with or Termination
manufacture company records or documents
Unauthorized release of confidential information or
records concerning students, employees, or the Termination
company's affairs
Deliberate verbal or written misrepresentation or any
falsehood in accomplishing any form of document Termination
submitted to the company
Bringing/using/drinking/possession/
transportation/sale/storage/distribution/dispensation or
manufacture of illegal drugs or alcoholic beverages on
company and venue activities/events premises
regardless of the quantity. Or being under the influence Termination
of dangerous drugs/alcoholic beverages while within
the premises of the company/venue/event or while
conducting/performing any work/activity for and on
behalf of the Company, or if found positive as a user.
Refusal to participate in the random drug test. Termination

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SERIOUS MISCONDUCT 1st Offense 2nd Offense 3rd Offense 4th Offense 5th Offense

Disorderly, immoral, and scandalous or distracting

behavior that undermines the company's integrity. (Eg.
Consensual and nonconsensual sexual acts in an illicit
affair, extorting sex for favors, bartering sex for
benefits, threatening or carrying out negative
consequences such as demotion, against an employee
for rejected sexual advances, profanity and obscenity,
display or transmitting or email of sexually obscene
Termination
pictures, objects or words in the workplace, spouse
working in a competitor, offensive words, jokes,
gestures, touching/bodily contact like grabbing around
the waist, unwelcome sexual advancement, playing
sexually suggestive music, dating your reporting staff,
inviting students to social functions outside of venue to
inappropriate places, engaging in inappropriate
conversations with students/swimmers, etc)
Other indecent acts indicating sexual perversity/
Termination
depravity.
Unauthorized possession of deadly weapons as
defined by law or injurious materials within the Termination
company's/venues’/ premises
Exercising any act of authority under false pretense Termination
Engaging or attempting to engage in physical
sabotage, or removal of safety devices without
Termination
authorization, or violation of the company's / venue’s
security control or measures.
Conviction of any crime which involves penalties of
imprisonment such as estafa, malversation of funds, Termination
(perjury slander, libel, and immorality).
Extorting money or asking for a bribe, or soliciting
unauthorized donations, money, gift, or favors from any
person as a condition for the performance of one’s Termination
duty. Receiving anything of value to perform any
act/activity prejudicial to the interest of the Company.
Concealment of defective work which directly results in
Termination
loss or prejudice to the Company
Inciting, instigating, participating in or provoking any
employee or employees in any riot, disorder and other
concerted activities like deadlock, boycott and similar
acts. A. Employees of the Company must refrain from
activities that may produce disturbance within company
premises. Hence, any display of violence such as
Termination
provoking, encouraging if not actually engaging in any
form of quarrel, threatening, intimidating or coercing of
other employees in the Company, clients, and other
parties doing business with the Company whether it
involves only the use of threatening or profane
language or physical violence
Misappropriation or malversation of funds or company. Termination

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SERIOUS MISCONDUCT 1st Offense 2nd Offense 3rd Offense 4th Offense 5th Offense

Gross and/ or habitual neglect of duties (such as non-

Termination
compliance with deadlines).
Giving false testimony during any official investigation
Termination .
authorized by the company.
The planting of evidence against another employee. Termination
Cheating in drug tests/physical examination and/or
tampering with the results of the drug test/physical
Termination
examination, either on his/her own or in connivance
with another party
Unauthorized and unexcused absence from work
exceeding 5 consecutive working days shall be Termination
considered a case of abandonment of work
Abandonment of work Termination
Unauthorized intervention in any matter pending with
the Company in which the employee, his spouse or any
Termination
of his relatives or friends has a direct or indirect
interest.

Unauthorized disclosure/divulging of Company secrets. Termination

Threatening, intimidating, coercing Or harassing a

Termination
fellow employee or anybody on workplace at any time.

Inflicting moral damage through oral and/ or

Termination
defamation.

Slanderous utterance or libelous publications which

tend to cause dishonor, discredit, contempt or
Termination
embarrassment of a student/parent, employee, guest
of the company and venue employees.
Reporting to work under the influence of alcoholic/
drugs and/ or drinking alcoholic beverages within Termination
company premises.
Other offenses similar or equivalent to serious
misconduct as may be provided for in the policies and Termination
regulations of the company.
INSUBORDINATION 1st Offense 2nd Offense 3rd Offense 4th Offense 5th Offense
Violation of company's security controls including
refusal to submit to authorize security personnel in the Written Suspension Suspension
Termination
performance of their duties or failure to meet security Reprimand 1-15 days 15-30 days
requirements of the company.
Violation of any regulation on the use and wearing of
Verbal Written Suspension 1- Suspension
company uniform, grooming standards including Reprimand Reprimand 15 days 15-30 days
Termination
wearing of ID.
Staying beyond the official office hours without Verbal Written Suspension 1- Suspension
Termination
authorization. Reprimand Reprimand 15 days 15-30 days
More than four times Tardiness in excess of 120
Written Suspension Suspension
minutes in each cut off (January to December).The 1-15 days 15-30 days
Termination
Reprimand
offense of excessive tardiness / under time

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INSUBORDINATION 1st Offense 2nd Offense 3rd Offense 4th Offense 5th Offense

All absences should be with prior approval of the

employee’s immediate supervising officer. Written Suspension Suspension
Termination
Unauthorized and unexcused absence from work for a Reprimand 1-15 days 15-30 days
single day
5 absences committed within a period of 30 days shall Written Suspension Suspension
Termination
qualify for excessive absences. Reprimand 1-15 days 15-30 days
Unauthorized and unexcused absences from work for
Written Suspension Suspension
3 to 5 consecutive days shall be considered excessive 1-15 days 15-30 days
Termination
Reprimand
absences
Failure to return to work upon expiration of leave of Written Suspension
Termination
absence. Reprimand 1-30 days
Written Suspension
Violating company- safety rules and regulations. Reprimand 1-30 days
Termination

Willful disobedience of authority in connection with his/

Suspension
her work whether or not affecting the company 15-30 days
Termination
financially.
Suspension 1-
Putting- up notices, announcements, posters or other Verbal Written
30 Termination
similar materials not pertinent to company functions Reprimand Reprimand
days
without prior approval from the Management.
Suspension
Habitual non- attendance of meetings, value formation Written
1-30 Termination
seminars, trainings and other company activities. Reprimand
days
Suspension
Non- conformity and non-submission of employment Written
1-30 Termination
requirements like annual physical examination etc. Reprimand
days
Establishing too much familiarity with students and
Suspension
parents (by attending their personal parties and Written
1-30 Termination
outings, among others), leading to one's inability to Reprimand
days
become objective and discreet.
Defying an immediate superior's / management’s
recommendation to follow operating procedures for
Suspension
quality services (such as but not limited to those Written
1-30 Termination
relating to swim lessons, conducting swim classes, use Reprimand
days
of facilities, computation of grades, standard lesson
plan, etc,).
Suspension
Failure or negligence in complying with Verbal Written Suspension 1-
15-30 Termination
attendance/timekeeping monitoring mechanism Reprimand Reprimand 15 days
days
Other offenses similar or equivalent to insubordination
as may be provided for in the policies and regulations
of the company.

GROSS AND HABITUAL NEGLIGENCE 1st Offense 2nd Offense 3rd Offense 4th Offense 5th Offense

Careless, negligent, improper or incorrect use of any Suspension

Written
company asset or property, resulting in damage or Reprimand
1-30 Termination
injury to persons or property. days

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GROSS AND HABITUAL NEGLIGENCE 1st Offense 2nd Offense 3rd Offense 4th Offense 5th Offense

Bringing home bunch of keys, equipments, materials,

company asset or money which resulted to delay or Verbal Written Suspension 1- Suspension
Termination
major effect in the operations or finances of the Reprimand Reprimand 15 days 15-30 days
company.
Creating or contributing to unsanitary condition, e.g.
urinating or defecating to places other than the place Written Suspension Suspension
Termination
provided by the company, littering, spitting and gross Reprimand 1-15 days 15-30 days
negligence in the use of toilets or work area
Bringing to workplace who is not an employee of the Suspension 1-
Verbal Written
company who may cause the employees to neglect Reprimand Reprimand
30 Termination
their duties and responsibilities. days
Negligence of basic duties eg. as Swim
Suspension
Instructors/Coaches resulting to physical injury/ies (i.e. Written
1-30 Termination
not ensuring the people’s safety inside the venue or Reprimand
days
during swim lessons or in their workplace)
Failure to submit promptly official forms or reports such Suspension
Written
as grading sheets, lesson plans and other Reprimand
1-30 Termination
requirements. days
Suspension
Failure to submit promptly regular inventories of Written
1-30 Termination
equipment and report on their working condition. Reprimand
days
Suspension
Written
Concealment of contagious disease. Reprimand
1-30 Termination
days
Suspension
Unauthorized use of company property or equipment Written
1-30 Termination
for personal or commercial purposes. Reprimand
days
Suspension 1-
Unauthorized or unjustified possession of official
30 Termination
documents. days

Leaving work place or post during working time without

Suspension 1-
prior permission of immediate head and without timing Verbal Written
30 Termination
OUT. (This includes going home without permission Reprimand Reprimand
days
during activities held for one/ half day only).
Verbal Written Suspension 1- Suspension
Timing IN without reporting to work. Reprimand Reprimand 15 days 15-30 days
Failure to report immediately permanent or temporary
Suspension
loss of company documents, articles, cash, checks, Written
1-30 Termination
securities, receipts, etc., whether or not they cause Reprimand
days
damage to the company.
Failure to report immediately a physical injury incurred Suspension
Written
on working hours or an accident involving company Reprimand
1-30 Termination
property, causing damage there to. days
Suspension 1-
Verbal Written
Accepting other employment during working hours. Reprimand Reprimand
30 Termination
days
Accepting other employment after working hours that Verbal Written Suspension 1- Suspension
Termination
will affect their responsibilities or job. Reprimand Reprimand 15 days 15-30 days

12
GROSS AND HABITUAL NEGLIGENCE 1st Offense 2nd Offense 3rd Offense 4th Offense 5th Offense

Using one's time for self- serving purposes during

Verbal Written Suspension 1- Suspension
company time, such as engaging in personal 15 days 15-30 days
Termination
Reprimand Reprimand
business/matters.
Home service without official clearance from the Written Suspension Suspension
Termination
Management. Reprimand 1-15 days 15-30 days
Cancelling classes without prior approval from the Written Suspension Suspension
Termination
management Reprimand 1-15 days 15-30 days

Wasting time or loitering, including business peddling Verbal Written Suspension 1- Suspension
Termination
during company time. Reprimand Reprimand 15 days 15-30 days
Fraud or willful breach of the trust reposed by the Suspension
Written
employee in her/ him by the employer or his/ her 1-30 Termination
Reprimand
representative. days
Accepting anything of value in exchange for a job, work Suspension
Written
location or more favorable condition of employment ( or 1-30 Termination
Reprimand
"under the table" arrangements) or accepting tips days
Reporting sick in order to obtain a leave of absence for Verbal Written
Termination
other purposes. Reprimand Reprimand
Declaring a whole day for official business but
Verbal Written Suspension 1- Suspension
intending to use part of the day to attend to some 15 days 15-30 days
Termination
Reprimand Reprimand
personal matters.
Committing breach of confidence by divulging Suspension 1- Suspension
Termination
confidential information. 15 days 15-30 days

Borrowing money directly or indirectly from students,

parents, venue employees and/ or soliciting business Suspension
Written
from the students/ parents/venue employees and 1-30
Reprimand
seeking employment for relative from parents or days
students/venue employees
Suspension 1-
Verbal Written
Proselytizing on company premises. 30 Termination
Reprimand Reprimand
days
Doing errands for parents in the venue, thus
abandoning duties and responsibilities, and Verbal Written Suspension 1- Suspension
Termination
consequently accepting monetary returns or gifts or Reprimand Reprimand 15 days 15-30 days
favors done.
Using one's employment to promote a personal cause Verbal Written Suspension 1- Suspension
Termination
outside the venue or work place. Reprimand Reprimand 15 days 15-30 days
Other offense similar or equivalent to fraud or breach of
trust as may be provided for in the policies and
regulations of the company.
CRIMES AGAINST THE PERSON OF THE
1st Offense 2nd Offense 3rd Offense 4th Offense 5th Offense
EMPLOYER
Assaulting any individual within the workplace resulting Suspension 1- Suspension
in physical injury 15 days 15-30 days

CRIMES AGAINST THE PERSON OF THE 1st Offense 2nd Offense 3rd Offense 4th Offense 5th Offense
13
EMPLOYER
Suspension
Engaging in indecorous horseplay during working Written
1-30 Termination
hours Reprimand
days
Badmouthing an employee (through name calling,
swearing at, or use of abusive language) that Suspension 1-
dishonor, discredit, contempt or embarrassment of a 30 Termination
student/parent, employee, and guest of the company days
and venue employees.
Spreading offensive/insulting information/rumor about
Suspension 1- Suspension
any employee, client, or third party doing business 15 days 15-30 days
Termination
with the Company
Vandalism in any form, acts of sabotage, intentional Suspension 1- Suspension
Termination
destruction of company property. 15 days 15-30 days
Jeopardizing the reputation/ dignity of the company Suspension
Written
through unethical or unprofessional behavior in public 1-30
Reprimand
gatherings such as meetings, seminars, events, etc. days
Suspension
Making false, vicious, or malicious statements Written
1-30 Termination
concerning any employee or student. Reprimand
days
Using profane, insolent, or obscene language in Suspension
Written
addressing another person (whether employed y the 1-30 Termination
Reprimand
company or not) within the workplace or event. days

Other offenses similar or equivalent to gross and

habitual negligence as may be provided for in the Termination
policies and regulations of the company.
ANALOGOUS CASES 1st Offense 2nd Offense 3rd Offense 4th Offense 5th Offense
Suspension 1-
Smoking within company premises. 30 Termination
days
Taking part in promoting any gambling, lottery, or any Suspension
Written
other form of game of chance etc. on company 1-30
Reprimand
premises or property. days
Influencing or attempting to influence students and Suspension 1-
any other individuals in the purchase or use of 30 Termination
alcoholic or prohibited drugs. days
Suspension 1-
Distribution of pornographic materials within
30 Termination
company premises days
Activities which may hamper work/work flow such as
loitering, engaging in unauthorized visit, excessive
Suspension 1-
entertaining of personal visitors, making long
30 Termination
personal telephone calls (except for emergency days
reasons), sleeping or playing games during working
hours
Furnishing of incorrect or misleading data to
employees or persons duly authorized to ask, receive Suspension 1-
or secure such information as a consequence of the 30 Termination
employee’s neglect or failure to conduct the proper days
research, investigation or verification of facts.

14
 ANALOGOUS CASES 1st Offense 2nd Offense 3rd Offense 4th Offense 5th Offense

Suspension 1-
Losing/misplacing Company’s records which may
30 Termination
cause prejudice to the Company. days
Suspension
Written Suspension
Failure to report loss or damage of company property 1-15 days
15-30 Termination
Reprimand
days
Suspension
Willful holding back, slowing down, hindering, limiting Written Suspension
15-30 Termination
of work output: Reprimand 1-15 days
days
Failure to comply without any valid reason with Suspension
Written Suspension
assigned duties or specific instruction given by a 1-15 days
15-30 Termination
Reprimand
superior. days
Failure to disclose interest in a firm as an officer,
Written Suspension
director, stockholder or partner if subject firm has 1-30 days
Termination
Reprimand
credit and/or business dealings with the Company.
Involvement in the creation, operation and
management of credit unions, loan association or any Suspension 1-
other similar organization, not duly authorized, and 30 Termination
engaging in activities which directly or indirectly days
conflict with the interest of the Company.
Other offenses or analogous cases as may be
provided in the policies and regulations of the
company.

Other Company Standard Operating Procedures:

 Employees must record their actual Log-in time and Log-out time with the designated attendance checker whenever
they will go out of office/venue during working hours. For those with field appointment, he/she must notify Operations
Head/Immediate Head/ and HR and submit an itinerary work form.
 Management will take strict actions for any employee found engaged in continues chatting and playing games during
working hours. Accessing Face book, Twitter, or any networking sites during working hours that is not work related is
strictly prohibited.
 Music should be played only after the mutual consent of all the employees present in the work area.
 Employee may check their personal mails at the time when they login for maximum of 20 minutes, during lunch hours
(i.e. between 12:00 to 1:00 PM) or after logout time.
 Employees may receive their personal calls but it should not disturb others present in the work area. Management will
not tolerate any employee found misusing this office facility or wasting time in it. Management will allow the use but
with limits, maximum duration of 15 to 20 minutes. Employee will not be allowed to consume productive time on
personal phone calls, with an exemption on emergency calls.
 Employees will keep their cell/mobile phones on silent or vibrate mode.
 An employee may avail of this one hour for their personal work, personal work, they can go out of office after informing
the reporting authority, time with the required to mark an entry of their login and logout time with the designated
attendance checker or their lunch break.
 Friends/relatives are allowed to visit the office/work area but it should not disturb other employees, and their visit
should not be more than 30 minutes (if in the office), or other designated area for visitors during this session.
 No employee shall, except with prior permission, Use Company’s telephone, fax machine, printer, scanner and office
supplies for private purposes or bring them home without prior approval. In case of emergencies, such use is permitted
with the authorization from his/her Supervisors/Reporting Authority/ Management.

15
 Employees are expected conserve electricity by being responsible with the usage of Air condition, fans, lights, personal
computers & printer. Air condition in the workplace will be switched on from 800 to 12:00 PM and 1:00 to 5:00 PM
 Approval of draft (letter, memorandum, posters and etc.) should be done via email. Should an employee need to
communicate with a co-worker, we encourage using the telecom or maintain a modulated voice to refrain from
disturbing other employees present in the work area.
 Switch of all computer/personal laptop when leaving the office/venue or logging out. For short breaks, have them on
hibernate or standby mode.
 Employees are required to register from Inventory Officer/Custodian if they are taking any company belongings to their
respective homes (i.e. books magazine, VHS/DVD, company property laptop, thumb drive, etc.) and must seek prior
approval from their immediate head. In case of any damage/lost that particular employee is liable towards it.
 Employees are requested to maintain cleanliness of working area. Left-over food and drinks should not be left on the
working station to prevent attracting ants, rats and others insects. This also applies to the use of pantry.
 Requisition of office supplies will be scheduled every last Friday of the month.
 For the Filing Section, management encourages every employee to be responsible with their files and documents.
Each employee is expected to respect the privacy and confidentiality of each department.
 Furthermore, employees are to maintain cleanliness of wash room. Management encourages each employee to bring
their own toiletries (e.g. toilet paper, paper towel, etc.)

Revised: March 2015

16
 Receipt and Acknowledgment of
Bert Lozada Swim School Employee Code of Discipline

I, ______________________________________, acknowledge the receipt of this Code of Discipline of the Bert Lozada Swim
School (BLSS). I understand that the policies and benefits stated and explained in this hand out may change but those changes
may only be done by the Bert Lozada Swim School management.

I further understand that my employment with the company is governed by the conformity that I agree to perform the duties and
responsibilities pertaining to the job which I have been hired for and other such duties that the management may assign from
time to time. If at any time, I am found unqualified for employment after due process and careful evaluation of my work
performance, the Bert Lozada Swim School, with its full rights, may lay me off.

I also recognize that confidential information will be or may be made available to me on the duration of my employment. With
that, I agree that that information, including all written in this Code of Discipline, must not be disclosed to anyone outside the
BLSS premises or with non-BLSS employees at any given time without the approval of the management. In the event that my
employment voluntarily or involuntarily ended, I hereby agree not to make use of the confidential information for my personal use
and especially with any other individual or company.

I hereby state that I fully understand and agree that I am bound to follow this Code of Discipline of BLSS. I am aware that this
hand out is part of my clearance upon separation from the company. I need to surrender this hand out and failure to surrender
will require me to pay the amount of P200.00 (TWO HUNDRED PESOS) which I can pay in cash or thru salary deduction from
my last pay. This form serves as my authority to deduct also.

________________________________________________ _________________________
Employee's Signature Position

__________________________ Control Number - ______________________

Date

Revised March 2015

17