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PAGCOR
EMPLOYEE
HANDBOOK
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TABLE OF CONTENTS

I. Introduction by the Chairman & Chief Executive Officer 5

A. Appearance Standards 6-9

B. You and Your Job 10
1. Appointment 10
a. Probationary Employee 11
b. Regular Employee 11
2. Contractual Employee 11
a. Due to exigencies of service for a specific period of time 11
b. Due to Special Project for a specified period of time 11
3. Probationary Status 12
4. Promotion 13
a. Probationary Status in the New Position 13
b. Transfer / Change of Designation (Acting Capacity) 13
5. Courtesy Call Slip 14
HomeBase of Employee / Availment of Accumulated Day-Off 14
StaffHouse ( Living Quarters II) 15
Assignment of Married Employee Couples 15
6. Suspension & Separation for Cause 16
7. Voluntary Resignation 17
8. Withholding of Amount from Separated Employees Pending Clearance of
Accountabilities 18
9. Timekeeping and Payroll Preparation 18
10. Performance Evaluation 18
a. Rationale 18
b. Coverage of the Performance Evaluation System 19
c. Evaluation Period 19
d. Method of Rating 19
e. Forced Distribution Scheme 20
f. Guidelines in the Conduct of Performance Evaluation 20
g. Merit Increase 21
h. Eligibility for Promotion 21
i. Disciplinary Action on Account of Poor Performance 21
j. Application of Evaluation System to Probationary Employees 21
k. Minimum Period of Performance for Evaluation 22

11. Employee Discipline 23

Coverage & Scope 23
General Rules 23
a. Request for Leave of Absence 23
b. Tardiness and Undertime 24
c. Absences 25
d. Excessive Absences 26
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GUIDELINES ON DISCIPLINARY ACTION / BASIC RULES AND REGULATIONS

Branch Management Panel 26

Branch Infraction Committee 26

Procedure for Disciplinary Action / Cases 27

Preventive Suspension 28

Random Drug Testing of Employees 29

Personnel Discipline 29

Grounds for Disciplinary Action 29

Cut-Off Period for Accumulation of Offenses 30

II. YOUR BENEFITS AND PRIVILEGES 30

1. COMPENSATION AND BENEFITS PACKAGE 30
1.1 Basic Income Pay (BIP) 30
1.2 Courtesy Fund (CF) 31
1.3 Additional PAGCOR Provident Fund Share I (APPFS 1) 31
1.4 Special Allowance 31
1.5 An additional COLA 31
1.6 Personnel Economic Relief Alowance (PERA) 31
1.7 Provident Fund (PF) 32
1.8 Car / Housing Plan 32
1.9 Meal Allowance 32
1.10 Vacation / Sick Leaves 33
1.11 Maternity / Paternity Leave 33
1.12 Maternity Subsidy 34
1.13 Forced Leave 35
1.14 Birthday Leave 35
1.15 Medical Benefit 36
1.16 Retirement Benefits 37
1.17 13th Month Pay 37
1.18 Incentive / Holiday Pay 38
a. Branch Personnel 38
b. Corporate Personnel 38
1.19 Meal Allowance (for Work Rendered Beyond Office Hours) 38
1.20 Housing Allowance (APPFS 3) 39
1.21 Extended Leave Benefit (ELB) 40
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1.22 Special Allowance for Certain Personnel 40

a. Shoes & Socks Allowance 40
b. Hazard Pay 41
c. Special Skills Allowance for processing point personnel 41
d. Additional Special Allowance for legal officers 41
e. Additional Special Allowance for senior chief / chief security officers 41
f. Special Alolowance for certain Bingo & Auxilliary Audit Staff 42

1.23 Uniform 42
1.24 Local Travel 43
a. Accommodation 43
b. Transportation Cost 43
c. Travel Time 44
1.25 Transferred Employees' Loan Assistance (TELA) 44
1.26 Training 44
a. Executive development 44
b. Supervisory Development 44
c. Specialized Training 45
d. Professional / Personal Growth Seminars 45
1.27 Distance Education Program 45
1.28 Morale Welfare and Recreation (MWR) Programs 46
1.29 Model Employee / Model Supervisor Award 46
a. Non Gaming Personnel 46
b. Gaming Personnel 47
1.30 Awards System for Employee Excellence in Extra-Curricular Activities 47
1.31 Perfect Attendance Award 48
1.32 Loyalty Award 48
1.33 Performance Award 49
1.34 Employee-funded Benefits 49
a. Regular and Expanded Abuloy Fund 49
b. Retirement Fund 50
c. Employee-Funded Medical Assistance Program (EFMAP) 50
d. Dependents 51
e. Deadline for Filing of Change of Status / Additional Dependents 51
1.35 SSS Benefits 52

2. Salary Step Adjustments 52

3. Local Travel 52
4. Salary Deduction due to Tardiness or Undertime 54
When Tardiness / Undertime is Considered Half-Day or Whole Day 55
Corporate Office Personnel 55
Branch Non-Gaming Personnel / Corporate Personnel on Shifting Schedule 55
Gaming Personnel 55
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APPEARANCE STANDARDS

We all represent PAGCOR to our guests and customers. It is important,

therefore, that all employees project a positive, well-groomed and professional
image at all times.

AREA MEN WOMEN

1. FACE /
MAKE-UP
♦ Shaved, no beard or goatee (for rank and
file employees)
♦ Wearing moderate make-up is a must and
♦ Neatly trimmed moustache (except ESD
is part of the uniform
personnel where moustache is not
allowed) ♦ Make-up should be limited to natural/skin
tone colors
♦ Face should not look dry nor oily

♦ Face should not look dry nor oily

♦ Lens of corrective glasses should be clear

♦ Only clear lenses are allowed for
corrective glasses and contact lens
♦ AROs can wear glasses with shades
provided that they are not too dark (eyes
can still be seen) and they are worn
outdoors
♦ Color of contact lens should be limited to
black & brown shades only
♦ AROs can wear glasses with shades
provided that they are not too dark (eyes
can still be seen) and they are worn
outdoors

♦ Lipstick must be worn at all times (Dark

♦ Absolutely no lipstick/lip shiner & the shades are not allowed, e.g. black,
likes violet, brown, etc.)

Clean nose, trimmed nose hair

Clean ears
Clean eyes, free from any blear
2. HAIR
♦ Hair longer than the nape must be pony
♦ Hair must not touch the tip of the shirt
tailed or pulled up*
collar or barong and tip of the ears and
♦ Curly / short hair must be worn and
must be styled neatly at all times
styled neatly at all times
♦ For ESD employees – Aguinaldo’s cut, no
shaven heads, no sideburns
*except for Corporate employees

♦ Hair color/dye should be limited to black

& brown shades only
♦ Hair color/dye should be limited to black
♦ No artificial streaks
& brown shades only
♦ No artificial streaks

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AREA MEN WOMEN

♦ Accessories should not be oversized and
should be limited to black, gray, gold,
♦ Absolutely no accessories silver, brown & navy blue shades
♦ Accessories are limited to bows, clips,
ribbons & headbands only
3. NAILS ♦ Clean

♦ Not longer than 3 mms. from the fingertip

♦ Fully-trimmed ♦ ESD & GSD - Fully-trimmed

♦ No chipped nail polish

♦ Nail polish should be limited to

♦ No nail polish (including colorless or
natural/skin tone and pastel colors only,
traces of merthiolate)
no dark shades & traces of merthiolate

4. POSTURE
♦ Upright stance
♦ Stomach-in, chest-out
♦ No slouching
♦ Body language should indicate a certain level of alertness, not too tensed nor too
relaxed

5. UNIFORM ♦ Well-fitted
♦ Clean, freshly laundered & well-pressed
♦ Free from stains, frayed threads, snags & runs
♦ Complete set of buttons & no unmended seams
♦ Refrain from using scotch tape, staple wires & safety pins for lost buttons or unmended
seams
♦ Stockings with no holes/runs, pantyhose
♦ White & plain undershirt should be used stockings must be used when wearing
♦ No sleeveless shirts or “sandos” skirts
♦ No rolled up shirt sleeves ♦ Pantyhose or knee-high stockings must be
♦ Black socks only; no light colored socks used for slacks (no garter tops, ankle or
such as white & cream; logos & emblems foot stockings)
must be discreet ♦ Slips should not show below the hemline
of the skirt

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♦ Clean & polished black shoes

♦ White shoes for nurses
♦ Clean & polished black closed shoes, with
♦ Types of shoes should be plain laced-up &
heels at least 1” but not higher than 3”
slip-ons
♦ GSD - flat & closed shoes
♦ No boots or other types of shoes such as
semi-sandals, loafers & mountain shoes

♦ No denims, even on wash day and weekends unless necessary

♦ ESD – complete, clean & ready to use operational equipment & accessories
♦ Officers should always be in their business attires
♦ Long sleeve white blazer is a must for physicians and dentists; short sleeve white blazer
for Dental Aides
♦ No alteration from the original design of the uniform
AREA MEN WOMEN
6. JEWELRY

♦ No excessive jewelry, only the following

are allowed :
♦ No excessive jewelry, only the following
9 1 pair of earring (dangling should
are allowed :
not be longer than 1 inch, no
9 1 necklace (should be hidden
over-sized loops)
inside the barong/polo shirt)
9 1 necklace (should be hidden
9 1 wristwatch (no trendy
inside the blouse)
watches; black, gold & silver
9 1 wristwatch (no trendy
straps are most appropriate)
watches; black, gold & silver
9 1 bracelet (simple; not allowed
straps are most appropriate)
for ESD & GSD)
9 1 bracelet (simple; not allowed
9 1 ring (ESD & GSD - should be
for ESD & GSD)
limited to wedding or
9 1 ring (ESD & GSD – should be
engagement rings only)
limited to wedding or
engagement rings only

♦ All other accessories, such as religious

♦ All other accessories, such as religious scapular, pendant, medallions & the
scapular, pendant, medallions & the likes, should not be visible & limited to
likes, should not be visible & limited to one (1) item only
one (1) item only
♦ No anklets
7. PERSONAL
♦ Regular/daily bath; no body odor
& DENTAL
♦ Use of light & fresh smelling deodorant
HYGIENE
♦ Clean teeth, no discoloration
♦ Fresh-smelling breath
♦ Visible tooth gap must be filled in

♦ Perfumes/colognes should be light & fresh smelling, not nauseating or overpowering

♦ Lotion should be light & fresh smelling

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8. PAGCOR
ID ♦ Must be worn at all times
♦ Must be worn at all times
♦ Clean, no stickers/tapes, no paperclips,
♦ Clean, no stickers/tapes, no paperclips,
no slips of paper inserted, no extra
no slips of paper inserted, no extra
attached ID’s/AMS cards
attached ID’s/AMS cards
♦ Damaged/cracked ID’s or ID jackets
♦ Damaged/cracked ID’s or ID jackets
should be replaced immediately
should be replaced immediately
♦ Pinned in between the 2nd & 3rd buttons
♦ Pinned at the upper left portion of the
of the barong or polo
outermost garment
♦ For polo shirts with pockets, pin ID at the
upper left pocket

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I. YOU AND YOUR JOB

In order to attain the highest standard of professionalism and provide
the basis for the development and maintenance of smooth
employee-employer relations, your organization has formulated
certain policies, rules and administrative procedures which shall
govern all personnel actions.

1. APPOINTMENT

Having been hired by the Board of Directors, you shall be required

to submit the following pre-employment requirements before an
appointment is issued to you:

* Medical Clearance - issued by Corporate Clinic and Neuro-Psychiatric

test results (required for certain positions)
* NBI, Police and Fiscal (or Court) Clearances - Original copies
* Clearance (No accountabilities) from last employer
* Transcript of Records (or True Copy of Grades, if undergraduate),
with CHED S.O. Number
* Birth Certificate of Hiree - photocopy
* Marriage Contract and / or Birth Certificate of Children (if
applicable) - photocopy
* Residence Certificate for current year - photocopy
* SSS E-1 Form and / or Membership Card - photocopy
* Tax Identification Number (TIN) Membership Card - photocopy
* BIR Form 2316, for withholding tax (if previous employment is
within the calendar year)
* ID Pictures, colored (with white background) - 4 pcs. 2X2

Upon your completion of the pre-employment requirements, you will

also be required to accomplish the following forms:

* Personal History Statement

* Panunumpa sa Katungkulan
* BIR Forms 1902 & 1925
* Statement of Assets & Liabilities, and Networth
* Regular Abuloy Membership with Authorization
* Expanded Abuloy Membership with Authorization
* Retirement Fund Membership with Authorization
* EFMAP Membership Form with Authorization
(but shall be processed upon employee’s regularization)
* Pag-Ibig Fund Membership

All hirees will undergo the Corporate Orientation upon

completion of their pre-employment requirements.

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Your appointment may be classified under the following categories:

a) Probationary Employee

An employee on probationary status is one who is appointed to a

regular plantilla position but is required to complete a trial period
of six (6) months prior to becoming regular. An employee on
probationary status is not entitled to certain fringe benefits such
as healthcare, medical allowance and provident fund benefits.

b) Regular Employee

An employee on regular status is one who has successfully

completed the six (6) months probationary period in the position,
is recommended for regularization by his / her Manager, based on
performance, to the Chairman and Chief Executive Officer for
approval. The employee is then entitled to the company fringe
benefits.

In case of promotion to a higher position, the employee is again

on a six (6) month probationary period in the new position while
retaining the regular status in the organization.

2. Contractual Employee

Types of Contractuals

a) Employees who are directly hired due to exigencies of the service

for a specific period of time. Their positions are not reflected in
the regular plantilla. They may eventually be hired as
probationary employees, based on their performance, should
there be a continuing need for their service.

These employees are paid on a daily basis, with their rate

computed as follows:

(Monthly Basic Pay of position x 12)

------------------------------------------------------ + Meal Allowance
365 days

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b) Employees who are directly hired to do a task (i.e. special

project) for a specified period. They are bound by the terms and
conditions of their hiring contract and are not entitled to any
benefits enjoyed by the regular employees. Their positions are,
likewise, not reflected in the regular plantilla. These employees
are paid a daily rate based on the corresponding wage rate of the
position.

3. PROBATIONARY STATUS

Employees hired for regular positions shall undergo a probationary

period. Prior to the start of his probationary period, the
supervisor shall brief the employee on his job responsibilities and
company rules and regulations, and inform him that his
performance will be rated before the end of the probationary
period. During the probationary period, an employee may be
terminated at any time.

Probationary employees recommended for regularization should

have rendered at least six (6) months service, net of suspensions
and / or vacation leaves without pay which are considered
services not rendered. An employee on probationary status is not
entitled to certain fringe benefits such as healthcare, medical
allowance and provident fund benefits.

On the fifth month of the probationary period of a hiree, his

performance shall be evaluated and the department / branch
head may take either of the following courses of action:

a) If a hiree is found to have satisfactorily performed the functions

of his position, i.e. he obtained a PES rating of at least 75%, he
shall be endorsed for regularization in his position and the
organization;

b) If the hiree fails to meet the department / branch's performance

standards, i.e. he obtained a PES rating lower than 75%, he may
be recommended either to be retained or have his services
terminated.

The 6-month probationary period of an employee may be

extended, as recommended be the Sr. Managing Head / Managing
Head / Division Head / Branch Manager / Sr. Branch Manager, due
to unsatisfactory performance or any other justifiable reasons.

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Recommendations for either regularization, extension of

probationary period or termination of services shall be forwarded
to HRDD for action.

a. HRDD shall issue a Confirmation of Appointment (COA) to

the personnel concerned making sure that the terms and
conditions of employment are fully understood and
accepted by the newly-hired personnel.

4. PROMOTION

Whenever possible, the Company shall provide deserving and

qualified employees opportunity for professional growth and
advancement. Promotion shall be based on merit, taking into
consideration the following factors:

a. Next-in-rank factor
b. Performance ratings
c. Educational background and training
d. Experience and outstanding accomplishments
e. Physical characteristics and personality traits as required
by the job
f. Potential or Qualifying Exam Results (for certain positions)

Only when two or more candidates appear to have equal merit

based on the foregoing factors, preference may be given to the
one who is senior in length of service.

a. PROBATIONARY STATUS IN THE NEW POSITION

In case of promotion or assumption of an employee to a new

position with higher pay classification than the previous position,
the employee shall be required to undergo a six-month
probationary period in the higher position.

In exceptional cases, when a promoted employee has stayed less

than six (6) months in his previous position and has therefore not
yet been regularized thereat, he shall assume his new position on
a probationary status.

An officer can be qualified to avail of the Car Plan under the

Provident Fund six (6) months after his regularization in his
officer-level position.

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b. TRANSFER / CHANGE OF DESIGNATION (ACTING

CAPACITY)

At the instance of Management or upon the recommendation by

the Sr. Managing Head / Managing Head of the Department / Sr.
Branch Manager / Branch Manager, an officer or employee may be
designated in an acting capacity to a position of equal or higher
rank than his present position. A designation in acting capacity is
deemed temporary in nature. An employee in acting capacity may
eventually be appointed to the new position or reverted back to
his former position when the previous incumbent assumes the
position. Designation to a higher position in an acting capacity
shall be without change in compensation.

As a security measure, to meet the needs of the service and for

job enhancement among other reasons, Management may transfer
officials / employees from one station to another, i.e., from
Corporate Office to the Branches and vice-versa, or from one
Branch / Corporate department / unit to another.

Transfers and designations in acting capacity are made official /

effected thru an Office Order signed by the Chairman / CEO.

5.1 Courtesy Call Slip

New employees of the branch (hirees and transferees) are

required to accomplish the Courtesy Call Slip, which aims to
ensure that the employees know the branch officers and vice
versa. All rank & file new hirees and transferees, except ABSO,
CCTV Technicians and CCTV Operators, should submit the Slip
within the deadline or else, they shall be sanctioned accordingly.

5.2 Home Base of Employee / Availment of Accumulated Day-Off

The term 'home base' may be considered as the employee's place

of residence, i.e. the place where the employee lives with his
immediate family. Accordingly, a married employee who decides
to relocate his family with him when he transfers makes the place
of his new branch as his home base.

When an employee is assigned to a branch which is not his

home base, he may be allowed to accumulate his rest days up to
four (4) days per month to enable him to go home and spend more
time with his family. Management is aware of the need to give
employees a break from work without hampering operations.

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Maximum of four (4) days if distance between home base

and branch assignment is 450 kilometers or more

Maximum of two (2) days if distance between home base

and branch assignment is less than 450 kilometers

The policy of allowing the accumulation of day-off for

employees assigned outside their home base is a privilege granted
by management and should not be open to abuse.

5.3. Staff House / Living Quarters

Employees who are transferred or assigned in branches

outside their home base (including newly-hired employees),
except transferees within Metro Manila, are allowed to stay in the
staff house, provided there is space available, or in a
pre-arranged hotel for a maximum of three (3) days to give them
enough time to look for a place to stay.

5.4. Assignment of Married Employee-Couples

In the assignment of married couples in the Department

and branches, management has to balance its need to maintain
operational efficiency, security and equal treatment with the
family welfare. In the Metro Manila branches, spouses shall as a
rule, be assigned in separate branches / Departments since they
will still retain the same home base. Assignment of married
couples in the same provincial branch may be allowed provided
the following risks are avoided:

a) Preferential treatment, unfair concessions, or cover up

when the couple has a superior-subordinate relationship in
the official hierarchy in the same Division;

b) Security risk or cover-up when one spouse monitors the

work of the other or their being together poses the
possibility of connivance. The branch should see to it that
the spouses are scheduled in different shifts / assigned
areas.

When the transfer / separation of assignment of an

employee from the wife / husband is inevitable (i.e. urgent
staffing need, misconduct or difficult relationship of either spouse
with customers or co-employees), it is the prerogative of
management to decide on the transfer of assignment.

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c. SUSPENSION AND SEPARATION FOR CAUSE

The administrative process for suspension or termination is

generally initiated by the immediate superior of the employee
who has violated company rules and regulations. Prior to the start
of the investigation, the subject employee shall be served a
Memorandum of Charges, (stating his offense) which he is
required to answer within seventy-two (72) hours from receipt.
The Internal Security Department / Division (or Investigation Unit
in the case of Corporate Office personnel) is generally involved or
is called upon to conduct an investigation and render a report
thereon.

In the case of the branches, the immediate superior shall,

within 24 hours, submit a written report to the Sr. Branch
Manager / Branch Manager who then endorses it to the Branch
Management Panel for review and its recommendation. The
Branch Management Panel then elevates the case to the
Adjudication Committee for review / decision.

In the case of Corporate Office personnel, the immediate

superior shall submit a written report within 24 hours to the Sr.
Managing Head / Managing Head who endorses it to the
Adjudication Committee for review / decision.

After reviewing the case, the Adjudication Committee shall

submit its comments / recommendations thereon for review /
approval by the Chairman / CEO thru the COO / VPA, for
endorsement to the Board.

Upon approval / confirmation or modification by the Board, the

Sr. Managing Head of HRDD shall prepare and issue the notice of
suspension or termination. In the case of suspension, the notice
shall be addressed to the Sr. Managing Head / Managing Head
(Corporate Office) or the Sr. Branch Manager / Branch Manager
(Branches), for appropriate action. In the case of termination, the
notice is addressed to the employee concerned thru the Sr.
Branch Manager / Branch Manager or Sr. Managing Head /
Managing Head for appropriate action.

Certain termination decisions, however, may emanate directly

from the Board of Directors without necessarily undergoing the
above procedures, especially where the interest of the service is
jeopardized, or there is substantial evidence against the
employee and immediate action is necessary.

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d. VOLUNTARY RESIGNATION

An officer / employee who decide to resign must submit, at least

thirty (30) days before the effectivity date, a resignation letter
addressed to the Chairman / CEO through the employee’s Sr.
Managing Head / Managing Head or Sr. Branch Manager / Branch
Manager who shall forward the same to HRDD. The Sr. Managing
Head, HRDD, shall prepare its endorsement by the Chairman /
CEO thru the COO / VPA, for confirmation by the Board of
Directors.

NOTE: IDs of resigned / retired / terminated personnel, including those

who are preventively suspended, must be surrendered to /
retrieved by the Sr. Branch HR Officers / HR Officers and turned
over to the Internal Security Division / Department for proper
disposition.

In both cases of separation for cause or voluntary resignation, the

following papers must be submitted to the Accounting
Department / Section to enable the employee to collect whatever
remunerations are due him from the company:

a) Corporate Clearance from any Money, Property and Legal

Accountabilities

In the case of employees who have been assigned to

the Branches, clearances from both the Corporate Office
and the Branches where they were previously assigned are
required.

b) Notarized Statement of Assets and Liabilities (effectivity is

as of date of separation)

c) Employee’s Residence Certificate (Xeroxed copy)

d) Accomplished Exit Interview

e) Advice of Board’s Approval of Separation of Employee

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8. WITHHOLDING OF AMOUNT FROM SEPARATED EMPLOYEES PENDING

CLEARANCE OF ACCOUNTABILITIES

A certain amount is withheld from the benefit due to a separated

employee for a period not exceeding 90 days from date of retirement,
resignation, termination, from where personal accounts / charges of
retired, resigned and terminated employees may be collected from:

Regular / Optional Retirees 5% of Retirement Insurance

Resigned / Terminated Employees Last Salary and other benefits

9. TIMEKEEPING AND PAYROLL PREPARATION

The recording of attendance and preparation of attendance

reports for payroll processing shall be performed by the Human Resource
Department / HR Section based on records from the AMS / timecards /
Record of Attendance (for officers), logbooks and leave forms. The
attendance report is passed on to the Accounting Section for appropriate
action.

10. PERFORMANCE EVALUATION

Rationale

PAGCOR has a set of organizational objectives. To

determine whether these objectives are being attained or not,
certain standards are established which provide management the
“yard stick” with which to evaluate the performance of each job
holder in particular and the department / branch in general.

Fully aware of the motivational needs of its personnel, the

company has devised a system that ties up the individual’s
performance evaluation with merit increases and promotion. In
this regard, poor performers are not only deprived of the
opportunity for merit salary adjustment but also face possible
disciplinary action if no improvement is shown in subsequent
performance evaluation periods.

The Performance Evaluation System assesses what work has

been done, how the individual did it and whether or not what was
done was in accordance with company standards.

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Coverage of the Performance Evaluation System

The Performance Evaluation System shall apply to all

personnel of PAGCOR. There are four (4) types of Performance
Evaluation Sheets (PES) depending on the ratee’s position: Gaming
Supervisory, Gaming Non-Supervisory, Non-Gaming Supervisory
and Non-Gaming Non-Supervisory.

The performance of the personnel concerned shall be rated

by his immediate superior and concurred in by the next higher
superior.

Evaluation Period

The performance evaluation shall be done twice a year,

one for the January-June period and another for the
July-December period. Irrespective of the period covered, a
special performance evaluation shall be done during the
probationary period of an employee, which shall be used as basis,
among others, for regularization of appointment.

Method of Rating

The employee’s immediate superior shall accomplish the

PES and rate the personnel concerned according to that which
best corresponds to his / her performance during the period
covered by the evaluation:

Superior Performance is consistently exceptional

Above Average Performance is generally above the average

level but falls short of superior performance

Average Performance meets the normal or standard

requirements of the rate’s position

Below Average Performance is slightly below the normal or

standard requirements but rate shows
potential for improvement

Poor Performance fails to meet the requirements

of the position and rate does not show any
potential for improvement

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Forced Distribution Scheme

The Forced Distribution scheme shall be applied only to

regular employees by the divisions in the branches and by the
departments in the Head Office, with the following percentage
distribution:

Superior 20%
Above Average 35%
Average 40%
Below Average 5%

Guidelines in the Conduct of Performance Evaluation

To ensure the smooth implementation of the Performance

Evaluation System, the following guidelines shall be observed:

a) The PES forms shall be distributed by the Human Resource

and Development Department during the third week of the
last month of the evaluation period, thus:

Evaluation Period PES Distribution

First January-June 3rd week of June

Second July-December 3rd week of December

b) The rater who will evaluate the performance of his

subordinate(s) shall complete the evaluation within one (1)
week and will have the PES form acknowledged by the
ratee. The PES shall then be forwarded to the next higher
superior for confirmation / review of the ratings.

c) The PES form shall be accomplished in triplicate, the

original to be sent to HRDD, the duplicate for the
Department / Branch and the triplicate for the ratee’s file.

d) Where the ratee refuses to sign the evaluation form, the

rating will stand but the employee must explain in writing,
addressed to the Department / Division Head, why he
disagrees with the rating. This explanation will form part of
the evaluation and his 201 file.

e) HRDD shall prepare a Summary Report of the performance

evaluation results of all Departments / Branches to the
Chairman / CEO thru the COO / VPA.

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f) The top ten percent (10%) of the personnel in the

Corporate Offices and in the Branches shall be considered
for merit increases and / or promotion, subject to
directives from the Board of Directors. On the other hand,
the bottom 10% in the Corporate Offices and the Branches
shall be placed under close observation.

An employee who receives a “Poor” rating for the first time

shall be warned that a repetition of the same in the next
semester will result in his termination from the service.

Merit Increase

Merit increase (salary step adjustment) shall be based on

an employee’s performance within a one-year period, subject to
directives from the Board of Directors. Only the top ten percent
(10%) of the personnel shall be qualified for merit increase.

Excluded from the merit increase are officers and

employees who have been promoted or given salary adjustments
within a period of less than one (1) year prior to the effectivity of
the merit increase, i.e., March 2 (present year) to February 28
(succeeding year), or have a record of suspension due to violation
of rules and regulations for the same period.

Eligibility for Promotion

The PES for the last 2 rating periods shall be used as one of
the factors for promotion, subject to directives from the Board of
Directors.

Disciplinary Action on Account of Poor Performance

While rewarding good work performance, Management

conversely discourages poor performance. Two (2) successive poor
evaluation ratings shall result in termination of the personnel
concerned.

Application of Evaluation System to Probationary Employees

This evaluation system shall also be used when evaluating the

performance of a probationary employee:

a) HRDD shall send a reminder memo to the employee’s

Department / Branch one (1) month before the end of the
employee’s six-month probation.

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b) The Sr. Managing Head / Managing Head / Sr. Branch

Manager / Branch Manager / Division Head shall submit to
HRDD the accomplished PES within one (1) week after
receipt of the reminder memo together with his
recommendation either for the regularization or
termination of the employee.

c) Upon receipt of the accomplished PES, HRDD shall endorse

the appropriate action (conversion to regular appointment
or termination) to the Chief Executive Officer / CEO
through the COO / VPA.

d) Upon confirmation of the action, HRDD shall issue the

notice of regular appointment or termination to the
employee.

e) Only probationary employees who receive at least Average

rating may be recommended for regular appointment.

Minimum Period of Performance for Evaluation

The minimum period of performance which can be

evaluated shall be one (1) month. To ensure that all employees
are rated for the semester, the following measures shall be
enforced, subject to this one-month minimum period for rating
performance:

a) Before any supervisor is cleared of accountabilities

in case of resignation, transfer or separation from
PAGCOR, he must first submit a performance
evaluation of the personnel under him.

b) Similarly, before any employee is rotated or

transferred out, he must first be rated by his
supervisor for the current semester and his future
supervisor will rate him for the balance of the six-
month period.

c) The average of the ratings received will be the

rating of the employee for the semester.

Follow through of evaluation shall be the responsibility of

the Human Resource Department of the Corporate Office as well
as the Branches.

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11. EMPLOYEE DISCIPLINE

COVERAGE AND SCOPE

1. PAGCOR rules and regulations shall apply to all employees regardless of

category, i.e. regular, probationary, or contractual.

2. Discipline is a line function, in the sense that all supervisors are

responsible for any misdemeanor of their subordinates. For this reason,
it is the duty of supervisors to initiate disciplinary action whenever
necessary. The role of HRDD in disciplinary cases is to provide assistance
to effect uniform sanctions for given violations or offenses.

3. All employees are expected to comply with these rules and regulations.
No one may plead ignorance of the same in avoidance of liability for
infraction.

4. Penalties in the case of Corporate Office employees shall be handled by

the Human Resource and Development Department. In the branches,
penalties involving suspension and / or dismissal shall be handled by the
Branch Infraction Committee, to be endorsed to the Branch Management
Panel (BMP) with copies to be furnished HRDD. The decision of both
HRDD and BMP shall be subject to review and disposition of the PAGCOR
Board of Directors upon recommendation of the Adjudication
Committee.

GENERAL RULES

1. Request for Leave of Absence

The employee concerned shall accomplish the “Request for Leave of

Absence” (RLA) form in duplicate and shall submit the same for approval
of the Sr. Managing Head / Managing Head in the Head Office or Sr.
Branch Manager / Branch Manager in the branches.

a) Each employee shall be required to have in his possession

copies of the RLA form. He may take such forms home for their
ready availability in case of emergency.

b) All sick leaves of three (3) days or more shall be supported by

a medical certificate issued by the Branch / Retainer
Physician/ Medical Officer. A home visit may be conducted by
the medical staff or authorized representative to determine
the condition of the employee concerned.

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c) Vacation leaves must be filed prior to the actual leave. No

vacation leave may be charged against sick leave credits.
However, sick leave may be charged against vacation leave if
the employee has used up all of his sick leave credits.

d) Except in emergency cases, before Sr. Branch Managers /

Branch Managers can go on leave, approval must first be
secured from the CEO / COO thru the VPA.

e) An employee whose absence is unauthorized shall be

considered as Absent Without Official Leave (AWOL) and shall
automatically forfeit his compensation and other benefits
during the day or period. A written record of the violation
shall be reflected in his 201 file.

f) Vacation leaves or sick leave with or without pay, including

ELBs, for 30 days or more is considered a prolonged leave of
absence. The approval of the President and Chief Operating
Officer is required for prolonged leaves due to travel and / or
vacation. The benefits of an employee who avail of a
prolonged leave of absence, i.e. authorized / duly approved,
shall be withheld only if the employee has already exhausted
all of his leave credits, and shall be released upon the
employee's return to work.

2. Tardiness and Undertime

Every employee shall start work on time. Rank-and-file personnel

in both the Head Office and branches shall use the magnetic card / time
card to register their arrival and departure from the office. Officers (PC
9 and above) shall accomplish the monthly Record of Attendance form to
be noted by their respective Sr. Managing Heads / Managing Heads / Sr.
Branch Managers / Branch Managers. Department / Branch Heads shall
also be required to accomplish the said attendance form to be noted by
the next higher official.

Tardiness - means reporting to work beyond or later than the regular

start of the prescribed work hours. Tardiness of more
than 60 minutes, whether accumulated or occurring at
one time within a single month, shall constitute excessive
tardiness and shall be considered as a single and separate
offense.

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Undertime - means leaving one’s place of work assignment before the

regular dismissal time. Any employee who leaves before
the prescribed dismissal time without prior approval of
his immediate superior shall be considered on
unauthorized undertime and shall be subject to
disciplinary action.

The responsibility for administering this policy on tardiness and

undertime rests on the Human Resource Department / Branch HR Office
in coordination with the employee’s immediate superior.

3. Absences

All employees are expected to report for duty regularly. However,

Management realizes that absences are sometimes unavoidable and
therefore allow certain absences within reasonable limits and subject to
control procedures.
a) Attendance Records – The record of an employee with
frequent absences of short duration shall be reviewed
carefully and discussed between the superior and the
employee. An employee’s record of attendance shall be
reflected in his rating on attendance in his Performance
Evaluation Sheet.

b) Advance Notice – When the need for being absent from work
is known in advance, the employee concerned must notify his
immediate superior prior to the actual leave and secure
approval.

c) Unexpected Absences – In the gaming area, when an

employee who has not given advance notice that he cannot
report for work, he or a member of his family, must notify his
immediate superior at least one (1) hour before starting time.
In the case of non-gaming personnel, the employee shall notify
his immediate superior within the first half of the work
schedule. The employee is required to submit an accomplished
RLA form as soon as he reports back for work.

d) Failure to give Notice – An employee who fails to give advance

notice shall be considered Absent Without Official Leave
(AWOL). All unauthorized absences shall be subject to
disciplinary action (please refer to Table of Offenses and
Penalties).

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e) Excessive Absences - If an employee incurs absences for 30

days, i.e., 15 days sick leave and/or 15 days vacation leave or
more at any given time in any single year, he is considered an
excessive absentee and warned accordingly. Excluded in the
count of excessive absences are the following:

e.1) Forced Leave

e.2) Hospitalization / Communicable or dread diseases
e.3) ELB
e.4) Officially approved leaves by CEO / COO
e.5) Maternity / Paternity Leave
e.6) Suspensions

GUIDELINES ON DISCIPLINARY ACTION / BASIC RULES AND REGULATIONS

Branch Management Panel

The Branch Management Panel is a body that shall serve as a forum for the
exchange of ideas on how to improve branch operations and administration and
to update the officers / division heads of the branch on current issues
regarding PAGCOR. The Panel is also responsible for the confirmation and
decision on disciplinary cases of the branch's personnel as recommended to the
Branch Infraction Committee, for endorsement to the Adjudication Committee/
Board of Directors for final approval.

The Branch Management Panel shall be composed of the following:

Presiding Officer SBM / BM
Voting Members COM, ABM, STH / TH, SCSO / CSO, SBSO / BSO
Non-Voting Members SMH, BGSO, SBPPO / BPPO, SCH / CH*, EBO*
Secretary SBHRO / BHRO
Legal Adviser Legal Officer from CLSD
* In Metro Manila branches

Branch Infraction Committee

The Branch Infraction Committee (BIC) is a body created to take up and

evaluate routine infractions, both gaming and non-gaming in nature, that may
be incurred in a given branch. The BIC shall recommend the appropriate
sanctions according to set guidelines and as prescribed by existing company
policy, subject to the confirmation of the Branch Management Panel.

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Branch Infraction Committee shall be composed of the following:

Chairman 1 Casino Operations Manager (COM)
Co-Chairman 1 Asst. Branch Manager (ABM)
Voting Members 1 Gaming Manager
1 Asst. Slot Machine Head
1 Asst. Chief Security Officer
1 Asst. Branch Surveillance Officer
1 Treasury Officer

Secretary 1 Operations Assistant

(Non-Voting)

The COM and ABM votes shall be counted as one and may only be
considered as an impasse vote to adjudicate any deadlocks in voting.

Procedure for Disciplinary Action / Cases

The department head / branch head (Sr. Managing Head / Managing

Head or Sr. Branch Manager / Branch Manager) initiates the administrative
process for suspension or termination of services of the employee who has
violated company rules and regulations. The results of the Investigation shall
be submitted to them for endorsement to the Adjudication Committee (AC).

Any and all disciplinary actions / cases involving PAGCOR employees

whether regular, probationary or contractual, should be referred to the
Adjudication Committee for deliberation / recommendation to the Board. No
administrative sanction except admonition and written reprimand should be
imposed upon any employee whose administrative case has not passed through
the Adjudication Committee.

After reviewing the case, the AC shall submit its comments /

recommendations for review / approval by the Chairman / CEO thru the
President / COO and the Vice President - Administration, for endorsement to
the Board of Directors.

Certain termination decisions, however, may emanate directly from the

Board of Directors without necessarily going through the usual procedures,
especially when the interest of the service is jeopardized or there is substantial
evidence against the employee and immediate action is necessary.

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Preventive Suspension

The Sr. Branch Manager / Branch Manager / Acting Branch Manager may
preventively suspend any personnel pending investigation of a case, if the
charge against said personnel involves the following:

1) dishonesty
2) grave misconduct or gross neglect of duty
3) if there are reasons to believe that said employee is guilty of charges
which would warrant his removal from the service
4) if his presence within the company premises will prejudice the
investigation of the case or will pose a threat or danger to casino
customers / employees / property

For cases which require immediate disposition, the procedure in

handling it shall be as follows:

1) Immediate transmittal of the order of preventive suspension and

the Memorandum of Charges to the Chairman, Adjudication
Committee.

2) Immediate investigation of the case by proper authorities.

3) Effort will be exerted to immediately take / receive the written

statement / explanation of the respondent officer or personnel. If
he fails to submit the same after a specified and reasonable
period of time not exceeding seventy-two (72) hours or three (3)
days, it will be considered a waiver on his part and the
investigation shall terminate on this basis.

4) Convening of the Branch Management Panel (BMP) for a special

meeting to specifically discuss the case and to come up with a
recommendation.

5) Transmittal of the minutes of the meeting and all relevant

documents of the case to the Chairman, Adjudication Committee
as soon as possible.

Any administrative case against an employee, which resulted to

preventive suspension, must be finally decided within ninety (90) days after the
effectivity of the order for preventive suspension. Otherwise, the employee
shall be automatically reinstated in the service.

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Preventive suspension is not considered a penalty. Rather, it is a means

to prevent a respondent from tampering with or destroying the records or
evidence in his office which may be used against him, to enable witnesses to
come forward and testify who might otherwise not do so if the respondent is
still clothed with the power and influence of his office, to safeguard other
persons or corporate property, or, if the charges affect a respondent's official
integrity, to protect public interest.

Random Drug Testing of Employees

In line with the government's effort to curb the drug problem in the country,
PAGCOR has adopted the provision of Republic Act No. 9165, otherwise known
as The Comprehensive Dangerous Drugs Acts of 2002. Officers and employees
shall be subjected to undergo a random drug test, as deemed necessary by
management and in accordance to company rules and regulations, for purposes
of reducing the risk in the workplace. Any officer or employee found positive
for the use of the dangerous / prohibited drugs shall be dealt with
administratively and may be a ground for suspension and / or termination of
service.

Personnel Discipline

Personnel discipline is the attitude that an employee holds towards his

employer, his superiors, co-workers and the rules and regulations laid down by
his employer. This attitude may be favorable or unfavorable. When it is
unfavorable due to the fault or shortcoming of the employee, the action taken
to correct it is known as “disciplinary action”.

It is the responsibility of the line managers and supervisors to ensure the

effective and proper implementation of the disciplinary policies, rules and
regulations, and the Human Resource Department to administer them.

Grounds for Disciplinary Action

The following shall be grounds for disciplinary action:
Dishonesty
Incompetence or inefficiency in the performance of official duties
Neglect of Duty
Insubordination
Willful violation of company regulation / policy
Excessive unauthorized absences
Excessive tardiness
Misconduct
Disgraceful or immoral conduct
Conflict of interest or conduct prejudicial to the best interest of the
corporation
Gaming infractions

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A study of the grounds for disciplinary action will show that they
stress certain personal qualities desired of officials and employees of the
company like honesty, competence and integrity, morality, prudence
and efficiency in the performance of official duties.

Cut-Off Period for Accumulation of Offenses.

For absences, excessive tardiness / undertime and violations on the

wearing of proper uniform, the cut-off period for the accumulation of offenses
shall be semestral or every six (6) months. After the six-month period, the
counting of offenses shall again start with the first offense.

PAGCOR Code of Discipline in a separate handbook

You are expected to familiarize yourself with these rules and

regulations, for no one may plead ignorance of the same to avoid liability from
any infractions.

II. YOUR BENEFITS AND PRIVILEGES

PAGCOR considers its manpower as a very vital corporate
resource. The development and motivation of personnel and satisfaction
of employee needs are therefore a primary concern of the company.

Accordingly, PAGCOR conducts continuing studies and researches

geared towards meeting the economic, moral, and physical needs of its
personnel. A properly motivated workforce is a potent force for change
and development.

1. COMPENSATION AND BENEFITS PACKAGE

The company provides its employees with an array of

compensation components that form their total compensation package,
namely:

1.1 Basic Income Pay (BIP)

This amount is the main constituent of the total compensation

package. The BIP is the basis for the computation of other
remunerations such as the amounts paid under the management
incentive fund, provident fund, and other fringe benefits.

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The BIP for any position in the organization is prescribed in the

Pay Classification (PC) that provides the minimum and maximum
rates for positions grouped together on the basis of skills, effort,
and responsibility the position requires.

1.2 Courtesy Fund (CF)

Given every 5th and 30th of the month to non-gaming rank and file
employees

1.3 Additional PAGCOR Provident Fund Share I (APPFS 1).

The APPFS1, given every 15th of the month, is the company’s

embodiment of profit sharing whereby all employees receive a
monthly bonus, equivalent to 95% of one’s BIP, based on the
revenue-generating performance of the Company during the
preceding month.

1.4 Special Allowance

Special allowance for representation and transportation is given

monthly to officers from PC 9 and above.

1.5 An additional COLA is granted to gaming and non-gaming

personnel to enable employees to cope with the high cost of living
and inflation.

1.6 Personnel Economic Relief Alowance (PERA).

Given monthly, rank-and-file employees are granted this benefit

in the amount of P1,000.00 while officers receive P500.00.
Consultants, contractuals and casuals are not covered.

1.7 Provident Fund (PF)

The PF has been established to instill among employees the habit

of saving for the security of their future and to make available
financial assistance at concessional interest rates for investments
to enhance assets build-up and / or to meet immediate needs in
time of adversity.

The membership is composed of regular employees who

voluntarily applied for such membership.

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The personal contribution of its members is pegged at 5% of the

basic pay while the Corporate contribution is 40%, regardless of
length of membership. Membership of an employee with Provident
Fund shall retroact to the date of his regularization in PAGCOR.
Regardless of the date of membership within the month, the
employee shall be deducted a full one month's personal
contribution.

A member of the PF shall, upon his secession from the

Corporation, be entitled to the whole amount of his contributions,
the contribution of the Company corresponding thereto and the
proportionate earnings of such contribution, regardless of length
of membership. A member-employee who is terminated or
separated for cause shall be entitled only to 100% of his personal
contribution and earnings thereon.

1.8 Car / Housing Plan

This plan is available to regular officers only (PC 9 and above).

PAGCOR shoulders 60% of the approved availment while the 40% is
paid back by the officer on installment basis, at no interest,
within a five-year period for brand new and second-hand units.
For second-hand car units, the vehicle should not be more than
three (3) years old.

An officer’s first Car Plan entitlement shall be six (6) months

after his regularization as an officer.

For the second availment, the officer has the option to avail of
the Housing Plan in lieu of the Car Plan under the same terms and
conditions.

1.9 Meal Allowance

Given every 15th and end of the month, computed at P60.00 for
every whole day service rendered during regular working days;
except for those employees who are furnished meal & snack
tickets / coupons (non-monetized) for the convenience of casino
management.

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A meal and / or snack allowance is granted to officers /

employees (except contractuals) on official trips and/or local
travel covered by travel orders, subject to liquidation through
presentation of acceptable receipts, as follows:

PC 1 - 8 PC 9 - 10 PC 11 - above

Snack Allowance P 70.00 P 75.00 No limit

Meal Allowance 120.00 150.00 No limit

1.10 Vacation / Sick Leaves

Upon the completion of one (1) month service, an employee is

entitled to leave credits equivalent to one and one-fourth (1.25)
day per month for sick leave and one and one-fourth (1.25) day
per month for vacation leave, or fifteen (15) days annually for
each category of leave.

Authorized leaves, whether with or without pay, shall be

considered as service rendered in the computation of length of
service in the company. Those who avail of any leave, whether
with or without pay, shall not be entitled to CF, MIF and meal
allowance for the duration of the leave, except for officers who
are still entitled to their CF if their leave is with pay.

Vacation or sick leave benefits earned every month on cumulative

basis may be availed of during subsequent months. Thus, the 1 ¼
days earned during the first month of service may be used in the
subsequent month and so on.

The unused leave credits of the employee in one semester are

monetized and paid every end of the semester.

1.11 Maternity / Paternity Leave

The maternity leave may be availed of by married female

employees for a period of sixty (60) days if they have rendered
one (1) year of service. For those with less than one (1) year
service, only thirty (30) days maternity leave shall be granted.

Under the Solo Parents' Welfare Act of 2000 (RA 8972), unmarried
female employees who give birth after September 22, 2002 shall
be entitled to the same maternity leave benefits as married
female employees (i.e. 30 or 60 days, as the case may be).

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Employees who avail of maternity leave benefits shall be paid the

Basic Pay only for the duration of such leave.

The paternity leave of seven (7) working days (with full pay,
except meal allowance) may be availed of by married male
employees for the first four (4) deliveries (including miscarriages)
of their legitimate spouse. The counting starts from one again
with the deliveries of his second legitimate spouse if he remarries
when he becomes a widower or his previous marriage is annulled.
A Muslim male employee may avail for the first 4 deliveries only,
regardless of the number of wives he takes under legitimate
Muslim rites. Delivery thru multiple births (twin) shall mean a
one-time availment of Paternity Leave. If the employee's
legitimate spouse has already delivered 4 children prior to the
effectivity of the Paternity Act, he can no longer avail of the
Paternity Leave. Whenever availed, the paternity leave is not to
be deducted from the 30-day yearly leave credits earned by the
employee. The benefit shall be non-cumulative and strictly non-
convertible to cash.

Employees availing of the maternity / paternity leave are

required to file the usual Request for Leave of Absence form and
submit the child’s Certificate of Live Birth to update their
records.

1.12 Maternity Subsidy

All regular female employees who give birth or incurred

pregnancy-related emergencies can avail of a maternity subsidy
subject to the limitations under the PAGCOR Health Care Plan.
Reckoning of delivery and pregnancy is actual, regardless of
whether or not employee was already with PAGCOR at the first
instance. The required documents must be submitted within
fifteen (15) days from hospital discharge. The subsidy is as
follows:

Normal Delivery,
up to the 4th live delivery P5,000.00

Caesarian section delivery,

up to 2 cases only within the 4th live delivery 10,000.00

Miscarriage, ectopic pregnancy,

fetal death in-utero, up to 4th pregnancy only 5,000.00

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1.13 Forced Leave

All employees who have rendered at least one (1) year of service
in PAGCOR are qualified to go on forced leave for seven (7)
working days, which may be availed either continuously or on a
staggered basis depending on the exigency of service. They shall
receive full pay except meal allowance for the duration of the
forced leave.

If the employee avails of the forced leave during the first

semester, it will be chargeable to his vacation leave credits
accumulated until the end of the year. However, if the employee
avails of the forced leave during the second semester, and does
not have enough vacation leave credits left at the time that he is
scheduled to go on forced leave, he may still do so but only for
the duration of the employee’s available vacation leave credits
for the year.

If within a semester the employee uses up his/her vacation leave

credits for purposes other than the forced leave, all vacation
leaves beyond the total 7.5 days vacation leave credits
accumulated for the semester shall be without pay.

All forced leaves shall be programmed so that operations are not

disrupted subject to the approval of the Managing Head / Branch
Manager.

Employees availing of the forced leave are required to file the

usual Request for Leave of Absence form.

1.14 Birthday Leave

The Birthday Leave is granted to the employee-celebrant (regular

or probationary) every year, in addition to the 30-day sick and
vacation leave credit (i.e. 15 days sick leave and 15 days vacation
leave) employees are entitled to annually.

Employees availing of their birthday leaves are required to file

the usual Request for Leave of Absence form at least one week
prior to actual leave.

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1.5 Medical Benefits

We have an in-house PAGCOR Health Care Plan which covers

hospitalization and other medical expenses of regular PAGCOR
personnel and their dependents.

A medical allowance of P5,000.00 is given annually to all regular

employees, broken down as P2,500.00 advanced in cash every
January and the other P2,500.00 given in July. This medical
allowance is sourced from the original P100,000.00 Health Care
annual allocation for those occupying PC 1 - 8 positions and
P150,000.00 for those occupying PC 9 and above, hence the
remaining P95,000.00 and P145,000.00 respectively.

Regular employees occupying PC 1 - 8 are entitled to a free

annual check-up, chargeable against OPEX. Regular officers (PC 9
and above) may avail of the annual Executive Check-Up
chargeable against their P145,000.00 entitlement under the
PAGCOR Health Care Plan.

The medical benefits package also includes an optical and dental

benefit plan covering all regular PAGCOR personnel, except their
dependents, contractual workers and consultants. This shall be
chargeable to the employee's Health Care benefit allocation,
subject to the maximum allowable limits of the different optical
and dental procedures, up to an annual limit of 5,000.00.
Dependents may avail of free dental service at the Corporate or
branch clinic.

At your service is an emergency clinic situated within the

company premises. In the Corporate Office, it is manned by a
Medical Officer, an Asst. Medical Officer, a Dentist and full-time
nurses. Branches are provided with a Medical Officer or Retainer
Physician, a Retainer Dentist and full-time nurses as well. The
Medical and Dental officers are available for consultations daily at
specified hours.

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A summary of the PAGCOR Health Care Program (PHCP) and

Special Healthcare Fund (SHF) is shown below:

SCHEME AVAILEES COVERAGE PAYMENT DRAWN

FROM

Philhealth Contractuals Per Philhealth Philhealth

Regular Employees Guidelines
Healthcare Dependents

PHCP Regular Employees For R&F = P95,000.00 PAGCOR Healthcare

Healthcare Dependents For Officers = P145,000.00 Fund (as managed by
PAGCOR Provident
Fund)

1.16 Retirement Benefits

Under existing guidelines, an officer / employee who is compulsorily

retired at 65 years of age and has rendered at least 10 years of
continuous service in PAGCOR, or who avails of the optional retirement
upon reaching 60 years of age with at least 10 years of service in the
Company, or who opts for early retirement upon reaching 55 years of
age and has served for at least 15 years in PAGCOR, or who has not
reached 65 years but is retired for medical reasons or resigns at any age
with at least 10 years of service in the Company shall receive
retirement/separation benefits under the PAGCOR Modified Retirement
/Separation Benefit Plan.

1.17. 13th Month Pay

In the spirit of Christmas and as provided by law, the Company provides

employees with a 13th Month Pay, the amount of which is dependent on
that prescribed by the Office of the President of the Philippines. Any
additional Christmas bonus may however be provided by the Company,
at the discretion of the Board of Directors.

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1.18 Incentive / Holiday Pay

Branch Personnel

a) Those who are required to report for work on a rest day shall
receive an incentive pay equivalent to 100% of their basic pay.

b) Those who are required to report for work on a Sunday or legal

holiday shall not receive any incentive pay unless such day falls on
a rest day, in which case they will receive a 100% incentive pay.

Corporate Personnel

Employees in the Corporate Office who are required to report on their

rest day shall not receive any incentive pay; however, if they work on a
legal holiday, they shall receive an incentive pay equivalent to 100% of
their basic pay.

Aside from the incentive pay, employees are entitled to the meal
allowance.

The incentive / holiday pay is applicable only to personnel occupying

PC 8 and below.

1.19. Meal Allowance (for Work Rendered Beyond Office Hours).

For service rendered beyond office hours during regular working days,
you are compensated as follows:

a) P30.00 if work rendered beyond regular office hours is two (2)

hours or more but less than four (4) hours;
b) Full meal allowance (P60.00) if work rendered beyond regular
office hours is four (4) up to eight (8) hours;
c) For work rendered beyond eight (8) hours of extra work, the
above computation is repeated.

An employee who is entitled to incentive pay is likewise entitled to

receive the meal allowance.

Branch personnel who collect their meal allowance in cash for work
rendered beyond office hours shall no longer be entitled to the meals
and snacks given in kind for the duration of their overtime work.

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Except for emergency cases, all claims for meal allowance for work
rendered beyond office hours must have prior authorization from the
Sr. Managing Head / Managing Head / Sr. Branch Manager / Branch
Manager.

Officers occupying PC 9 and above are not entitled to the meal

allowance.

1.20 Housing Allowance (APPFS 3)

PAGCOR personnel face the ever-present prospect of being assigned or

relocated to areas outside their home base. To augment their income for
housing expenses, all regular employees are granted a housing allowance
monthly.

The members of the Board of Directors are not entitled to the housing
allowance.

If the personnel are provided housing quarters by the company, they

shall not be entitled to housing allowance. For employees who avail of
the branch’s housing quarters, the amount of P150.00/month (rank-and-
file) or P250.00/month (officers) is deducted from their salary.
Whenever personnel who undergo training are provided housing
accommodations, they shall no longer be entitled to the housing
allowance as well.

Personnel on official travel who are provided housing accommodation by

the host branch / office shall receive the housing allowance up to a
period of one (1) month only. Personnel who are on official travel
abroad shall continue to receive their housing allowance for the duration
of their official travel.

Personnel who are on leave of absence shall continue to receive their

housing allowance up to a period of one (1) month only whether such
leave is with or without pay. Personnel who are granted an extended
leave due to a work-connected illness or accident shall continue to
receive the housing allowance for as long as they are entitled to their
gross pay (first 3 months of extended leave only).

Personnel who are under suspension due to violation of house rules and
regulations shall not be entitled to the housing allowance for the
duration of the suspension.

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1.21 Extended Leave Benefit (ELB)

Any employee who either (1) incurs a work-related illness or meets with
an accident in the performance of his duty and requires extended leave
for hospitalization and / or recuperation; (2) incurs an injury from a
company-approved and/or sponsored activity; (3) incurs a catastrophic
or intensive illness; or (4) incurs pulmonary tuberculosis (i.e. Class 3 or
active PTB) shall be entitled to a maximum of six (6) months leave with
pay (may not necessarily be availed on a continuous basis, but should be
for the same illness) as follows:

First three (3) months - gross pay except meal allowance

Next three (3) months - BIP & COLA only

The accumulated plus accrued leave credits to be earned by the

employee for the duration of the ELB shall automatically be applied to
the extended leave.

If after six (6) months the employee is not yet fit to return to work, he
shall be asked to resign or be dropped from the roster of personnel.

1.22 Special Allowance for Certain Personnel

a) Shoes and Socks Allowance.

Hirees for the following positions shall be granted a special

allowance of P1,500.00 for the purchase of shoes and socks, upon
assumption of duty, and every two (2) years thereafter:

Clerk/Messenger Driver/Messenger Driver

Messenger Dispatcher Traffic Aide
Utility Messenger Valet Parking Aide Dispatcher
Filing Clerk/ Valet Parking Driver Driver/Mechanic
Messenger

The release of said allowance shall be initiated by the Human

Resource & Development Department.

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b) Hazard Pay

Certain employees are exposed to work-related hazards, thus,

they are provided with hazard pay every month as follows:

P2,000.00 Hazard Pay

CCTV Technicians assigned at the Corporate Office

Surveillance personnel assigned at the branches
(CCTV Operators, ABSOs, BSOs, SBSOs)
Explosive Ordnance Disposal (EOD) Specialists

P1,000.00 Hazard Pay

Duplicating Machine Operator

Photo Lab Staff
Chemical Compounder

P2,500 - 4,500 Hazard Pay (depending on Pay Class)

All Intelligence Unit personnel, PC 3 - 7

c) Special Skills Allowance for Processing Point Personnel

Internal and External Security personnel who have undergone the

processing point training and are assigned at processing point
areas shall receive a monthly special allowance of P1,000.00.
Upon their re-assignment to a non-processing point area they shall
cease receiving said allowance.

d) Additional Special Allowance for Legal Officers.

An additional special allowance in the amount of P5,000.00 is

given monthly to Legal Officers assigned at CLSD and the lawyers
at Corporate Investigation Unit, who are exposed to certain risks
and danger in the performance of their duty.

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e) Additional Special Allowance for Senior Chief / Chief Security

Officers.

The Senior Chief Security Officers (SCSOs) and / or Chief Security

Officers (CSOs) are granted the following monthly special
allowance, as follows:

Metro Manila Provincial

Senior Chief Security Officer P 2,000.00

Chief Security Officer P 2,000.00 P 1,000.00
Chief Security Officer, P 2,000.00
Corporate Security Unit

f) Special Allowance for Certain Bingo and Auxilliary Audit Staff

A Bingo Monitoring rank & file personnel assigned at a PAGCOR-

authorized bingo venue shall be entitled to P50.00 special
allowance per full day duty but not to exceed P1,000.00 per
calendar month. Bingo Monitoring Coordinators are granted a
monthly monitoring allowance whenever they conduct routine
spot-inspection / venue visitations in bingo venues.

Auxillary Audit personnel assigned in Metro Manila and provincial

branches are likewise granted an allowance when they conduct
audit of bingo venues and other field work assignments. They shall
be entitled to P50.00 special allowance per field visit / field work
(full day duty) but not to exceed P1,000.00 per calendar month.

1.23. Uniform

If your position requires the wearing of uniform, you shall be given free
sets of uniforms which shall be good for two (2) years.

Operations, Security and Treasury personnel assigned at the gaming area

are required to wear their uniform (with no pockets) upon assumption of
duty. Administrative personnel (branches) and Corporate personnel are
given their uniform upon regularization.

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PAGCOR Officers (PC 9 and above) are granted P15,000.00 clothing /

uniform allowance every year, to be paid through the payroll system
every first month of the year. For newly promoted officers who are
regular in the organization, they shall be paid their clothing allowance
upon assumption of duty. The amount to be paid shall be proportionate
to the remaining months of the year from date of promotion. Newly
hired officers shall be entitled to their clothing allowance upon their
regularization in the organization as officer.

1.24. Local Travel

In case you are assigned on official travel missions or transferred to

another branch, the following expenses shall be shouldered by PAGCOR:

a) Accommodation

Actual and reasonable accommodation in a hotel, in case you

cannot be accommodated at the Head Office dormitory or branch
staffhouse, for the duration of your official business / travel.

The same is provided for personnel reassigned to another station

(except transferees within Metro Manila), who are allowed actual
and reasonable accommodation in a hotel but limited to three (3)
days only. Expenses for hotel meals, as well as extra expenses
(i.e. laundry, telephone calls) shall however, be shouldered by
the officer / employee.

b) Transportation Cost

You may collect for your transportation expenses to and from the
Office / Hotel for the duration of your official business.

In case you are transferred to another station, PAGCOR will

shoulder your transportation cost as well as that of your family.
You are allowed to travel by airplane while your family will be
permitted to follow by boat or charge the equivalent of the cost
of the boat fare if they opt to travel by airplane. Transportation
cost of your household effects, from point of origin to destination,
will also be shouldered by PAGCOR up to either 5 cubic meters or
the equivalent of 1/3 of a 10-foot container van or up to 3,000
kilos, whichever is lower. On top of the limit on the transport of
personal effects, officers are allowed to bring their cars to their
new place of assignment on PAGCOR's account.

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A newly-hired employee whose first work assignment happens to

be outside his home base and decides to take his family and / or
personal effects with him is not entitled to payment or
reimbursement of expenses incurred for the relocation of his
family or personal effects.

c) Travel Time
Travel time is given to employees being transferred from Manila
to provincial branches or vice versa, or are scheduled for official
business at the Corporate or Metro Manila branches, as follows:

Manila to Bacolod / Cebu / Davao / one day before, one day

Laoag / Olongapo (vice-versa) after

Manila to Angeles / Mimosa / one day before

Tagaytay (vice-versa)

1.25. Transferred Employees' Loan Assistance (TELA)

Transferred regular employees who are Provident Fund members,

including those detailed for one (1) month or more, with no provision for
housing quarters, shall be allowed to avail of an interest-free loan of
P3,000.00. The Transferred Employees' Loan Assistance (TELA) is
supposed to help dislocated employees cover house rentals and / or
other incidental expenses arising from the employee's transfer or detail
assignment. It can be availed up to one (1) month from date of
assumption of the employee in his new branch. The loan shall be payable
in six (6) months through salary deduction.

1.26 Training

The Training and Development Unit of HRDD facilitates the

implementation of four (4) kinds of training programs designed to meet
the needs of the employees at different levels as follows:

a) Executive Development
This training program involves top-level Management and Middle
Managers in search of better ways and means of improving their
managerial skills and acquiring broader work perspectives.

b) Supervisory Development
This training program focuses on the leadership potentials and
basic supervisory skills of both the middle managers and the
frontline supervisors.

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c) Specialized Training
This training program addresses the specific needs of upgrading
technical and / or clerical abilities in the context of work
requirements.

d) Professional / Personal Growth Seminars

This training program aims to upgrade work attitudes and assist
employees in their pursuit for individual self-growth.

1.27 Distance Education Program

In line with the company's career development program, HRDD is

offering a distance learning program to employees who are interested to
pursue their college degree through distance education method, to learn
at their own pace and time without attending regular schooling.
The employees who participate in this program shall pay for their tuition
and school fees through salary deduction. The implementation of this
program will benefit employees achieve their career targets inside the
company and will develop a pool of qualified employees for the
company's future manpower requirements.

The program shall cover the following baccalaureate degrees:

Bachelor of Science in Business Administration (BSBA),

Major in Management

Bachelor of Arts (AB), Major in Economics / English /

History / Political Science / Sociology

Bachelor of Science in Industrial Education

Major in Electronics*

The program shall be a trimester academic program in which an

applicant is required to take a minimum of 9 units to a maximum of 15
units. The grantee shall maintain a minimum average rating of Pass or its
equivalent for each trimester or rating period. A rating of failure in two
or more subjects would disqualify him / her to continue with the
program.

Tuition fees and other miscellaneous expenses shall be for the

employees’ personal account. PAGCOR will facilitate the advance
payment of these fees to be paid by the employees through salary
deduction basis for the period of the trimester.

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This program is open to all regular employees who must have no pending
administrative case.

*under Guzman College of Science and Technology; 2 semesters a year

1.28 Morale Welfare and Recreation (MWR) Programs

Your Company undertakes MWR programs to foster camaraderie,

enhance morale, improve the quality of worklife, promote physical
fitness and provide wholesome recreation and entertainment among
employees. The MWR Program is Management’s way of saying that the
greatest asset of PAGCOR is its employees.

1.29 Model Employee / Model Supervisor Award

In recognition of the outstanding performance, awarding of the Model

Employee and Model Supervisor for every branch and at the Corporate
Office is held yearly, to coincide with the branch anniversary in the case
of the branches.

For Metro Manila branches, there shall be one Model Employee and
Model Supervisor each from gaming and non-gaming sections. For
provincial branches, there shall be one Model Employee and one Model
Supervisor, with no distinction as to gaming or non-gaming.

Nominees are given a cash award of P5,000.00 each, while the Model
Employee and Model Supervisor awardees are given an additional
P20,000.00 each, bringing the total prize to P25,000.00 for the winner/s.

To ensure that the screening for said awards is limited to the best
performer in every division, nominees to the Model Employee and Model
Supervisor shall be as follows:

Non-Gaming

1 Nominee / Category from the Administrative Division

(including non-security ESD personnel)
1 Nominee / Category from the Treasury Division
1 Nominee / Category from the Internal Security Division
1 Nominee / Category from the External Security Division
1 Nominee / Category from the Surveillance Division

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Gaming

1 Nominee / Category from the Operations Division

1 Nominee / Category from the Slot Machine Section

1.30 Awards System for Employee Excellence in Extra-Curricular

Activities.

To give due recognition to individual accomplishment and to motivate

learning and self-development, the Board of Directors approved the
establishment of an Awards System for Employee Excellence in Extra-
Curricular Activities, as follows:

a) Winning in sports, cultural arts related competitions:

International.

INDIVIDUAL GROUP
Gold Medal P 10,000.00 P 20,000.00
Silver Medal 8,000.00 15,000.00
Bronze 5,000.00 10,000.00
Medal

Local (but on a National Scale, i.e. Palarong Pambansa)

INDIVIDUAL GROUP
Gold Medal P 5,000.00 P 10,000.00
Silver Medal 3,000.00 5,000.00
Bronze 2,000.00 3,000.00
Medal

b) Winning of an award given by any reputable award-giving body:

(i.e. Civil Service Commission, PMAP, PICPA, TOYM)

INDIVIDUAL DEPT. / BRANCH

National (Nationwide) P 10,000.00 P 20,000.00

Local 5,000.00 10,000.00
(Town, City, Province or
Region-wide)

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c) Winning (Gold Medal) in Invitational Tournaments and other

competitions sponsored by local associations not necessarily of a
national scope (i.e. GCAA, PTAA, OPSA), whether Individual or
Group events:

CASH AWARD

Participant P 1,000.00 each

Coordinators / Trainors / P 1,000.00 each
Coaches / Team Managers
d) Achieving Academic Excellence:

Graduating with honors from a baccalaureate degree

Summa Cum Laude P 10,000.00

Magna Cum Laude 5,000.00
Cum Laude 3,000.00

Graduating from a Post-Graduate degree (Masteral / Doctoral)

Masteral P 2,000.00
Doctoral 4,000.00

Passing the Board / Bar examinations

1st Placer P 20,000.00

2nd Placer 15,000.00
3rd Placer 10,000.00
Passing the exam 2,000.00

1.31 Perfect Attendance Award

A Perfect Attendance cash award amounting to P5,000.00 (per semester)

shall be given to regular rank-and-file employees with perfect
attendance for a one-semestral period, i.e. from January 1 - June 30 or
from July 1 - December 31. Personnel with tardiness, undertime and
suspensions, as well as availees of amnesty grants for tardiness, are
excluded from this award. Forced leave and paternity leave shall be
excluded in the reckoning of perfect attendance.

1.32 Loyalty Award

Regular employees who have completed five (5) years service in the
Company are entitled to the P5,000.00 Loyalty Award, another
P10,000.00 upon completion of ten (10) years service, and for every five
(5) years thereafter, they will receive P10,000.00 Loyalty Award.

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Services as consultant or on contractual / casual basis are not included

in the computation of the length of service for this award.

1.33 Performance Award

This is paid at the end of each semester to regular employees as an

incentive for good performance, based on their performance evaluation
rating under the forced distribution scheme.

1.34 Employee-funded Benefits

a) Regular and Expanded Abuloy Fund

The Regular and Expanded Abuloy Funds were initiated to help

employees, whether regular or probationary, or their families,
defray funeral expenses of the bereaved party in case of death of
the employee or his dependent/s.

Membership in these funds are voluntary. The members shall

contribute, through salary deduction, P20.00 in case of an
employee's death, P10.00 in case of a dependent's death and
P3.00 for the death of an infant dependent who was born dead
(stillborn), or prematurely born (less than 7 months) and dies
within 24 hours after its complete delivery from the maternal
womb. Any fetus expelled from the womb before the 20th week is
considered a miscarriage, which is not covered under the abuloy
funds. The initial abuloy payment advanced by PAGCOR is
P50,000.00.

The qualified dependents in the Regular Abuloy Fund shall be the

following:

Single employees Parents

Married employees Legitimate spouse and children

(legitimate, acknowledged or legally
adopted) regardless of their age and
civil status

Single Parent employees Children (legitimate, acknowledged or

legally adopted) regardless of their age
and civil status

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The Expanded Abuloy Fund was designed to cover burial expenses

for the death of a dependent, particularly parents of single-
parent employees and married employees. An employee must be
a member of the Regular Abuloy Fund to be able to enroll as a
member of the Expanded Abuloy Fund.

b) Retirement Fund

An employee-funded Retirement benefit was approved to

supplement the benefits of retired officers / employees. This
shall cover the following:

b.1. Officers / Employees who reach the compulsory retirement

age of 65 years;
b.2. Officers / Employees who reach the optional retirement
age of 60 years and have rendered a minimum service of
ten (10) years in PAGCOR;
b.3. Officers / Employees who reach the optional retirement
age of 55 years and have rendered a minimum service of
fifteen (15) years in PAGCOR;
b.4. Officers / Employees who have not reached 65 years but
are retired for medical reasons.

Membership in this Fund is voluntary. The members contribute,

through salary deduction, P20.00 for every retiree, whether
compulsorily or medically retired.

c) Employee-Funded Medical Assistance Program (EFMAP)

The Employee-Funded Medical Assistance Program (EFMAP) shall

assist ill-fated employees and their qualified dependents who are
beset with medical catastrophic and intensive care cases, where
the Healthcare allocation is already exhausted. Membership to
this program is voluntary and shall be accomplished upon
regularization or until 2 months from approval by the Board of the
regularization of the employee in the organization. Members shall
contribute through salary deduction. For PAGCOR couples, only
one applies for membership. In case the employee-member
resigns, the spouse becomes an automatic member.

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Dependents

Single employees - parents regardless of age;

Single but orphaned employees - brother or sister, single or has

never been married, below 21 years of age, or 21 years old and
above but totally dependent on him / her for support due to
congenital or genetic disability or physical and mental disability
acquired before the age of 21;

Married employees - legitimate spouse and legitimate,

illegitimate and legally adopted children who are unmarried and
below 21 years of age, or above 21 years of age but totally
dependent on their parents for support due to congenital or
genetic disability or physical and mental disability acquired
before the age of 21;

Single parents - legitimate, illegitimate and legally adopted

children who are unmarried and below 21 years of age or above 21
years of age but totally dependent on their parents for support
due to congenital or genetic disability or physical and mental
disability acquired before the age of 21.

Deadline for Filing of Change of Status / Additional Dependents

Employees are required to file with the Human Resource

Department (for Corporate Office) or the Human Resource Section
(for branches) duly accomplished change of status or additional
dependent/s form/s together with pertinent documents for any
change in civil status not later than two (2) months from date of
status change (i.e. date of marriage, annulment, birth of child for
single parent/married employees and death of spouse for
widow/widower), otherwise the application for the corresponding
benefit (i.e. Expanded Abuloy) shall be invalid.

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1.36 SSS Benefits

The coverage of PAGCOR by SSS has been formalized, retroactive to

July 15, 1986. All employees, whether contractual, probationary or
regular, are considered members as of date of appointment.

2. Salary Step Adjustments

a) In case of promotion, if the minimum salary of the new position is

equal to or lower than that of the former position, the
employee’s salary is adjusted to the next higher step in the new
position.

b) In the case of a position reclassification:

b.1. Whenever a position is upgraded, the same salary

adjustment is followed as in promotion.

b.2. However, if the position is downgraded the employee’s new

salary will be pegged at the same level as his previous
salary. In case the employee’s former salary is higher than
the maximum step “c” of the position, as downgraded, he
gets the step “c” of the downgraded position.

3. Local Travel

The following guidelines shall be followed by officials and employees

who go on official local travel:

a) All local official travels must be covered by the following:

b.1. Office Order in case of reassignment / transfer.

b.2. Request for Official Travel (ROT) in case of

reassignment / transfer and local travel outside an
employee’s Branch / Office to conduct official
business.

b.3. Itinerary of Travel.

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b) Traveling officers and employees from the Head Office

requesting for cash advance shall submit copy of Request
for Official Travel (ROT) to the Disbursing Officer, Finance
and Treasury Department for this purpose. Branch officials/
employees shall submit the ROT to the Branch Finance
Officer.

c) Upon completion of travel:

d.1. In the case of Head Office personnel, the officer /

employee shall submit the following to the Internal
Audit Department, HRD and the receiving Branch:

a. Certificate of Travel Completed (CTC) duly

acknowledged by immediate superior.

b. Request for Official Travel (ROT) duly

acknowledged by receiving station.

c. Itinerary of Travel (IT).

Attach used plane ticket in case travel is by plane

when submitting to HRD for replenishment purposes.

d.2. In the case of Branch personnel, the officer /

employee shall submit to the Accounting Section of
the Branch as well as the receiving Branch / Office
the following:

a. Certificate of Travel Completed (CTC) duly

acknowledged by immediate superior.

b. Request for Official Travel (ROT) duly

acknowledged by receiving station.

c. Itinerary of Travel (IT).

(Attach used plane ticket in case travel is by

plane when submitting to Accounting Section
for replenishment purposes.)

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e) Whenever there is a reimbursement of out-of-pocket

expenses or liquidation of cash advance involved, the
aforementioned three travel documents (ROT, CTC and IT)
shall be submitted to the Disbursing Officer, Finance and
Treasury Department, in the case of Head Office personnel
and the Sr. Finance Officer / Finance Officer in the case of
Branch personnel.

4. Salary Deduction due to Tardiness or Undertime

Rank & file personnel (including Table Supervisors) shall use either the
magnetic or time card to register their arrival and departure in reporting for
work. Officers (PC 9 and above) shall accomplish the Monthly Record of
Attendance Form.

An employee who fails to use his magnetic or time card in reporting for work
shall accomplish the Log Form and submit it to the Human Resource
Department (Head Office) or the Human Resource Section (Branches) within 24
hours following the distribution of the "attendance exception list" which shall
contain, among others, the list of those who failed to swipe "in" or "out" within
a cut-off period, otherwise, he shall be considered absent on such day(s) that
he failed to use his magnetic or time card. Log Forms shall be honored up to
two (2) times in one cut-off period.

Tardiness will be accumulated for every payroll cut-off date (every 15 days)
and deduction on the basic salary will start from 16 minutes tardiness onwards,
to be computed at 30 minute increments as follows:

Tardy minutes per cut-off Deduction on basic salary

1 - 15 minutes late No salary deduction

16 - 30 minutes late Equivalent to 30 minutes deduction
31 - 60 minutes late Equivalent to 60 minutes deduction
61 - 90 minutes late Equivalent to 90 minutes deduction

The same principle applies to undertime.

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When Tardiness / Undertime is Considered Half-Day or Whole Day.

Corporate Office Personnel

a) Employees who report late for more than 2 1/2 up to 4 1/2

working hours (11:31 A-1:30 P) shall not be considered tardy but
half-day absent. On the other hand, employees who are
"undertime" for more than 2 up to 4 1/2 working hours (2:30 P-
4:29 P) shall be considered as being half-day present only.

b) Tardiness / Undertime for more than 4 1/2 working hours shall be

considered as being whole day absent.

Branch Non-Gaming Personnel / Corporate Personnel on Shifting

Schedule

a) Employees who report late for more than 2 up to 4 hours shall not
be considered tardy but half-day absent. Likewise, employees
who are "undertime" for more than 2 up to 4 hours shall be
considered as being half-day present only.

b) Tardiness / Undertime for more than 4 hours shall be considered

as being whole day absent.

Gaming Personnel

In case of gaming personnel, whenever anyone is late for more than 60

minutes, he shall be considered whole-day absent, unless he is otherwise
allowed / instructed to report for duty at the discretion of the SBM / BM
/ COM due to lack of manpower or other contingencies. He shall be paid
for actual service rendered.

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