GENERAL OBJECTIVES AND POLICIES

RULE 1- STATEMENT OF OBJECTIVES

SECTION 1
To make all employees aware of their important role in maintaining favorable and dynamic employment relations mutually beneficial to both employees and management.
SECTION 2 To provide uniform penalties for violation of company rules & regulations.
RULE II- STATEMENT OF POLICIES
SECTION 1 The proper and strict observance of the Company Rules & Regulations of all employees shall be the primary concern of the Company.

SECTION 2
The Company shall see to it that communication lines are consistently open between and among employees as well as between employees and Management for candid and
objective discussions of matters concerning company operations,employment concerns/issues,grievances and other related matters with the end in view of
maintaining,upholding,and promoting the collective interests of the organization at all times.

SECTION 3
The rule on disciplinary actions and measures to be adopted must always adhere to the time honored principles of administrative due process and speedy administration of
justice vis-à-vis human rights and dignity of every employee and the management's exercise of its prerogative embodied in the Company Rules and Regulations and the
provisions of the Labor Code of the Philippines.
GENERAL IMPLEMENTING GUIDELINES
RULE III- OFFENSES AND PENALTIES
SECTION 1 Offenses and penalties herein mentioned/identified may not cover/contain all conceivable misdemeanors and offenses. In cases of unlisted or unmentioned
offenses,corrective,or punitive action shall be based on similar offenses as listed but of equal gravity.
RULE IV- TERMINATION,DISCHARGE AND OTHER DISCIPLINARY ACTIONS
SECTION 1 Resignation/Honorable Discharge- Resigning employee shall submit a letter of resignation to the Operations Manager,through his supervisor, one (1) month before the
effectivity date of his/her resignation.
SECTION 2
Termination/Dishonorable Discharge- The Company may terminate the services of an employee for the reasons specifically enumerated in the Labor Code and those stated in
the Company Rules & Regulations or for any other just cause allowed by law, upon written notice to the employee containing a statement of the cause for termination with
due regard to administrative due process.

SECTION 3
Disciplinary actions shall be instituted and imposed as corrective measures against erring employee or workers.Provided however, that the subject employee shall,in all
instances,be given an opportunity to be heard and defend him/herself after due notice.Such disciplinary actions may be imposed in the following manner:

DOCUMENTED VERBAL verbal caution given to an employee who committed an infraction of the Rules and Regulations for the first time.The same shall contain a warning that such violation has a
WARNING corresponding penalty under the company's Rules and Regulations.
WRITTEN WARNING first written admonition given to an employee who committed an infraction of the Rules and Regulations for the 2nd time but with regardless of gravity .The same shall contain
a warning that a repetition of the same offense shall be dealt with more severely.
 WRITTEN WARNING first written admonition given to an employee who committed an infraction of the Rules and Regulations for the 2nd time but with regardless of gravity .The same shall contain
a warning that a repetition of the same offense shall be dealt with more severely.
SUSPENSION second admonition given to an employee who commits an infraction of the Rules and Regulations for the 3rd time but of equal or heavier gravity that the 2nd .The same shall
contain a warning that a repetition of the same offense shall be dealt with more severely.
PREVENTIVE SUSPENSION
in conformity with and as provided for in Book V, Rules XIV, of the Rules and Regulations implemeting the Labor Code of the Philippines, an employee or worker may be placed
under preventive suspension if his continued employment poses a serious and imminent threat to the life and property of the employer or his co-workers.

Termination/Dismissal when the offense or offenses committed by the erring employee already constitute a just cause or reasonable ground for dismissal as defined in the Labor Code and/or
company Rules & Regulations, such erring employee's employment may be terminated upon proper written notice and after affording the employee concerned ample
opportunity to be heard and defend him/herself.
Payment of Damages
over and above the penalties imposed under Book V Rules XIV,the erring employee shall pay the value of any property damaged,lost due to his/her negligence or act, by way of
subsidiary liability. In case of doubt as to who among the erring employees committed the act of negligence which resulted in the loss or damage to the company,all employees
in the section in charge of the property shall be equally liable to pay for the damages or losses.
 RULE V- IMPLEMENTATION AND ENFORCEMENT
SECTION 1
Responsibility - Implementation of these Rules and Regulations is the primary and jointly responsibility of the immediate Department Head and the immediate Supervisor of
the employee.The Department Head shall conduct continuing education of employees with the end in view of:

*Keeping all employees aware of these Rules and Regulations with emphasis on its rationale and
*Making these Rules and Regulations as part of life of every employee.
SECTION 2
Enforcement and Report of Violation-Enforcement of the Rules and Regulations shall be the responsibility of the immediate supervisor.Violations shall be reported in
immediate in writing to the Department Head of the offender and a copy of furnised the Office of the President and Operation Manager.

SECTION 3 Due Process- Disciplinary action for violation of these Rules and Regulations or any of the specific offenses defined in the Labor Code or any other act or misdemeanor, shall be
initiated by any of the following:
* Any employee who have knowledge of any violation or offense.
*The immediate supervisor of the erring employee
*The second in line officer with supervisory authority over the erring employee

*Any other officer of the company, if the officers first mentioned above do not take any action or are unaware of the violation or offenses committed;provided that said officer
shall immediately thereafter inform the immediate supervisor of the erring employee about the infraction.
RULE VI- APPLICATION OF DISCIPLINARY ACTION
SECTION 1
The cumulative effect of offenses shall be alloted three (3) years from the date of the written action taken by the company.
SECTION 2
These Rules and Regulations shall at all times be observed and applied on any and all service connected activities IN or OUTSIDE Company premises.
TABLE OF COMPANY OFFENSES AND DISCIPLINARY ACTION

LEGEND OF DISCIPLINARY ACTION

D Dismissal
S Suspension ( The number beside S indicates the number of days)
WW Written Warning
DVW Documented Verbal Warning
OFFENSE AND EXPLANATION DISCIPLINARY ACTION

RULE VII-OFFENSES AGAINST COMPANY INTEREST AND POLICIES 1ST 2ND 3RD 4TH 5TH 6TH
Falsification or any misrepresentation of personal record when applying for employment with
SECTION 1 D
company.
Bribery or offering or accepting anything of value in exchange for a job, work
SECTION 2 D
assignment,work location,or favorable condition of employment.
 Giving Company ID card or identification materials to any person not entitled to it for any
SECTION 3 unauthorized use and or assisting non employee to enter company or client restricted D
premises.
Holding/Participating in any unauthorized or unofficial meetings or activities during company
SECTION 4 S6 D
time.
SECTION 5 Giving false testimony during investigation or administrative fact finding process. D
Loafing/wasting time, prolonging rest periods for more than what is authorized, or loitering
SECTION 6 around co-employees workplace or any other place away from the subject's assigned WW S2 S4 S6 D
workplace or eating/drinking while on duty.
SECTION 7 Malingering or feigning illness to avoid doing assigned work or to avoid returning to work. WW S2 S4 S6 D
Unauthorized disclosure or usage of company trade secret or trade practices or trade
processes or any other restricted or classified company information,records or materials to
SECTION 8 D
outsider or to those unauthorized to possess such information, or engaging in any other forms
or acts of sabotage or industrial espionage.
Failure to safeguard company or client property, or failure in case of accident or injury
involving company or client personnel or spoilage or damage to property,to immediately
SECTION 9 D
make a report as soon as practicable or to follow any procedure that may have been given
outlined by the company or client.
Causing loss of time or money to the Company because of negligence or inefficiency in the
performance of official duties or persistently doing unsatisfactory work or discourtesy to
SECTION 10 WW S4 S6 D
client in words or in deeds.Spoilage or waste of materials or delays due to negligence or
carelessness.
Any attempt to falsify or pad travel expense reports, receipts, invoices or any other
SECTION 11 D
documents upon which reimbursement is based.
Falsifying company records or document or making false, malicious, or misleading written
SECTION 12 D
information regarding an employee and the Company.
SECTION 13 Engaging or conniving in anomalous transaction. D
Using cellphone/tablet or any gadget during working hours without the necessary
SECTION 14 S6 D
authorization or company permission
Inability to perform or do the work assigned in conformance with established
SECTION 15 standard;physical or intellectual; failure to attain or meet either established performance DVW WW S2 S4 S6 D
standard an employee average or a minimum requirements.
OFFENSE AND EXPLANATION DISCIPLINARY ACTION
RULE VIII-OFFENSES AGAINST ADMINISTRATION 1ST 2ND 3RD 4TH 5TH 6TH
Having a serious contagious disease which may endanger the health of other employees and
SECTION 1 knowing about it,fails to report or willfully withholds information thereon to Company D
authorities.
Disregard of any notice or sign such as smoking in " No Smoking" areas or other posted
SECTION 2 WW S3 S6 D
safety/security signs,etc. as may be designated by the management.
 Failure during the periods specified therefore,or refusal to undergo or submit to Company
SECTION 3 S6 D
required examination.

Absence Without Official Leave ( AWOL )

A.Unauthorized and unexcused absence from work,including unauthorized extended leaved
shall be considered as absence without official leave ( AWOL ).Each day of AWOL shall be
considered as one separate offense.In cases of extended leave, prior notice and approval of
the superior shall be necessary.Within 24 hours after the employee has reported for work,he
shall file an application for leave to cover the period of the extended leae.If plan absence,
employee must accomplish a leave application form must be 1 week before and hav it
signed/approved by immediate supervisor.
SECTION 4
B. An employee who is absent because of compelling reason or reasons other than emergency
cases as herein defined,shall notify his supervisor of his absence and of the reason or reasons
prior to his shift or within 2 hours from start of his shift.

C.Employees absent three (3) or more consecutive days due to illness or who are suspected of
abuse of sick leave may be required to submit a proof of illness certificate issued by a health
care provider and identifying when the employee was seen and treated.Failure to submit such
proof upon request shall result in the absences being counted as unscheduled absences.
SECTION 4.1 Unauthorized single day absence WW S2 S4 S6 D
SECTION 4.2 Excessive absences ( 2-6 days continous absence ) S2 S4 S6 D
SECTION 4.3 Abandonment of Work ( more than 7 consecutive days of absence) D

NOTE: "Salaries,refunds,unused leaves,13th month pay and all remunerations due to employee shall be put on hold within 1 month to give ample time for the management to clear
all accountabilities with the company and clients abruptly left pending the employee because of the AWOL"

SECTION 5 Not attending seminars,monthly meetings,office day without justifiable reason WW S2 S4 S6 D

SECTION 6 Late in attending seminars/meeting DVW WW S2 S4 S6 D

Failure to report to overtime work after having been duly advised and scheduled to work
SECTION 7 according to overtime policy, or doing overtime work in lesser time than that WW S2 S4 S6 D
required,without good reason.
SECTION 8 Tampering,punching in and out other employee's time card regardless of intention. D
Usurpation and/or misrepresentation of official company function or position resulting in
SECTION 9 D
prejudice to company interest.
Incurrence of tardiness exceeding Three (3) instances either at reporting time or after any
SECTION 10 DVW WW S2 S4 S6 D
given break periods between working time without prior permission in a one pay period.
Failure to register time entry 3 times in a one pay period to the Biometric machine/Bundy
SECTION 11 DVW WW S2 S4 S6 D
Clock.
OFFENSE AND EXPLANATION DISCIPLINARY ACTION
RULE IX-OFFENSES AGAINST AUTHORITY 1ST 2ND 3RD 4TH 5TH 6TH
Refusing to follow verbal or written reasonable orders or instruction of a superior in
SECTION 1 WW S2 S4 S6 D
connection with one's work.
SECTION 2 Swindling ( estafa ) or taking(theft) of company funds or property or of fellow employees. D
Using company time or materials or equipment or both to do unauthorized work within or
SECTION 3 D
outside the company premises.
Delay/Non submission of required inventory/sales report/expiry reports.Incomplete and non-
SECTION 4 WW S2 S4 S6 D
accurate reports.
Deviation from approved itinerary/coverage plan/time schedule/work assignment and/or
SECTION 5 WW S2 S4 S6 D
Changing schedule day-off or restday without prior permission
SECTION 6 Delay/Non submission of Daily Time Record ( DTR ).Incomplete or Improper attachment. WW S2 S4 S6 D
SECTION 7 Failure to comply on the existing policy of sales quota. DVW WW WW WW D
SECTION 8 Willful negligence towards Company's directives, instruction, duties and responsibilities. S2 S4 S6 D
 Negligence in the performance of one's work or effieciency including compliance to process,
SECTION 9 delayed completion of work assignments, failure to meet deadlines, improper discharge of WW S2 S4 S6 D
instructions, inaccurate reports and the like.

SECTION 10 Failing to maintain proper standards or personal grooming and hygiene. WW S2 S4 S6 D

Failure or non- observance of standard operating procedures in handling work assignment

SECTION 11 resulting to actual damage or loss to the company. Restoration of amount damaged is S6 D
required.

OFFENSE AND EXPLANATION DISCIPLINARY ACTION

RULE X-OFFENSES AGAINST DECENCY,GOOD CUSTOMS OR ETHICS 1ST 2ND 3RD 4TH 5TH 6TH
Entering company and outlet premises while under the influence of liqour or other
SECTION 1 D
intoxicating drugs or beverages.
Conduct of grossly scandalous or indecent nature or using profane or indecent langauge in
SECTION 2 D
addressing another person inside/outside company premises.
Obtaining salaries of fellow employees or properties of the company,suppliers,or clients
SECTION 3 D
fraudulently and with intent to appropriate the same.
Showing discourteous,rude,impertinent acts towards company officials,immediate
supervisors,or clients or their representatives within the company premises or outside
SECTION 4 D
premises but company sponsored gatherings such as
outings,party,excursion,meetings,seminars etc.
OFFENSE AND EXPLANATION DISCIPLINARY ACTION
RULE XI-OFFENSES AGAINST SECURITY AND PUBLIC ORDER 1ST 2ND 3RD 4TH 5TH 6TH
Unauthorized possession and carrying of firearms,explosives and other deadly weapon inside
SECTION 1 D
company and outlet premises.
Forcing entry into any office of the company premises during off hours without the necessary
SECTION 2 WW S2 S4 D
authorization or company permission.

Failure to wear prescribed uniform or improper use of prescribed uniform including failure to
SECTION 3 WW S2 S4 S6 D
wear Company ID within Company premises.

RULE XII-OTHERS
Four (4) infractions of any of the above rules within twelve (12) calendar months in which the penalty imposed is written warning will be penalized with termination from
SECTION 1
employment.
SECTION 2 The imposition of the above penalties shall be without prejudice to the institution of the appropriate criminal action when nd if the same is warranted by the nature of the
offense.

Amendments to or revision of,these Rules & Regulations may be made by the Company by means of a memorandum to be issued therefore with due notification to be given to
SECTION 1
all employee.
 Amendments to or revision of,these Rules & Regulations may be made by the Company by means of a memorandum to be issued therefore with due notification to be given to
SECTION 1
all employee.
RULE XIV-EFFECTIVITY
SECTION 1
These revisions supersedes the old Company Rules and Regulations and shall take effect March 6,2018.