Welcome

San Diego State

Manpower Services
 Goal
To improve profitability
To increase efficiency
To capture a bigger market share
To provide better customer service
To improve employee training
 VISION
To be one of the fairest service providers
with unique approach on manpower services
to all stakeholders
and our business partners,
and always perform better than others in the
marketplace.
 MISSION
To provide satisfied members
and create satisfied customers faster.
 What is San Diego Manpower Services Cooperative?

SDMSC-is a multipurpose cooperative composed of self-

employed and non-regular workers and professionals. It
started in 2005, and introduced the idea of organizational
informal, contingent and non-regular workers into self-
employed workers cooperatives. In SDMSC each member
has to be self-employed worker before joining the
cooperative.
 What industries does San Diego State Manpower Services

Current SDMSC clients:

MONDE M.Y SAN

BANCO MAKILING (Calamba,

Tanauan Lipa Branch

CPL-CEREBOS
.
7

• San Diego State Manpower

Services
- Mr. Jun Yabut
- Established in Tanauan City
Batangas, MAY 2005
- transferred in Santo Tomas City Batangas
 SAN DIEGO STATE MANPOWER
8

SERVICES
(Janitorial Services)
*Operator
*Drivers
*One Day Cleaning
*Wall Cleaning
*Window Cleaning
*Marble Crystallization
Talent Acquisition:
The process of San Diego State Manpower Services is
finding and acquiring skilled housekeeping personnel for
their clients and needs to have interpersonal skills, at least
high school graduate, had good health condition, able to
work, with good moral character, and working experience is
an advantage. This is to ensure that they will provide quality
level of service for their client.
Employee Relations:
A company has numerous functions when it comes to
employee relation. It is important to simplify employee relations in the
workplace by means of considering workplace quality or safety,
handling complaints, workshops and trainings, recognition, assistance
program, and selected special occasions celebration. It is important
for the employees that they are comfortable with each other for a
healthy environment. San Diego State Manpower Services ensure that
they encourage their employees to be open at their superior and the
company is willing to take some suggestions.
They believe that the employees must be comfortable with each
other for a healthy environment at work, they said that it is one of
the prime duties of the superiors and team leaders to discourage
conflicts in the team and encourage a healthy relationship among
employees. Avoid using foul words against anyone. Life is really short
and it is important that one enjoys each and every moment of it.
Remember in an organization you are paid for your hard work and
not for cribbing or fighting for each other. Don’t assume that the
person sitting next to you is your enemy or will do harm on you. Go
out with your team members for a get together once in a while or
have a lunch together. These activities help in strengthening the bond
among the employees and improve the relations among them, Ms.
Michelle said.
Learning and Development: (training)
It is important to train especially new employees for their
development and learning. It leads to increase their performance.
Housekeeping are required to familiarize the importance of
uniform, equipment, use of chemicals and equipment, proper
storage, communication, and most of all is health and safety. Each
housekeeping needs to complete six days training for their
awareness to environment and procedures.
Compensation and Benefits: (salary administration and
rewards management)
San Diego State Manpower Services implemented at least the
minimum wage, holiday wage and overtime pay for work during
holidays or rest days, overtime pay when working in excess of 8
hours, leave, and 13th month pay. By law, private sector employees
must be covered under the Social Security System (SSS), Phil health
Insurance Corporation (PHIC) and Home Development Mutual Fund
(HDMF). Based on each employee’s gross monthly pay, both the
employer and employee remit monthly contributions to the SSS. In
turn, the SSS benefits cover maternity, retirement, sickness, disability,
death and pension benefits. For all employees covered by the SSS
medical coverage is mandatory and automatic. Both the employer and
employee contribute equal monthly amounts to the PhilHealth
Insurance Corporation.
The Home Development Mutual Fund (HDMF), also known as the Pag-IBIG
Fund, is mandatory to all employees who are compulsorily covered by the
Government Service Insurance System (GSIS, for Filipino Government
employees) or the SSS. Through the Republic Act No. 9679, the HDMF answers
two important needs for Filipino workers by establishing a national savings
program and an affordable house financing system. HDMF members benefit of 1.
savings, 2. short term loans and 3. access to low cost housing programs. Both
the employee and the employer contribute to the fund. On the other hand,
SDSMS gives their employee rewards attendance so that they will avoid habitual
tardiness. The company also have annual team building it is a kind of rewards
that they do once a year for their employees to had bonding to each other. It
will raise the morale, efficiency and cooperation among the workers. Money is
not the only motivator. There are other incentives which can also serve as
motivators. It gives satisfaction to the workers. Reward system can motivate
and satisfy the employees in their job. Satisfying employees, which in turn may
make many employees happy.
Promotion:
San Diego State Manpower Services promote employees based
on their performance and workplace conduct. Acceptable criteria for
promotion are: Experience in the job or tenure, high performance
level, motivation and willingness for a change in responsibilities,
adaptability in changing mood and environment, etc. This basis reflects
the bigger picture of an employee’s work that qualifies for promotion.
Organization Policy Formulation:
Policies are designed to influence and determine all
major decisions and actions in day to day operations of the
company. When the problem arises, certain policy is
formulated to solve problems and improve the quality
housekeeping service and operation.
I GENERAL RULES
1. The company is a NO SMOKING plant. Smoking
in any area within the Company premises as
well as in front of the company entrance is
strictly prohibited.

2. Telephones are used strictly for official business

only. No incoming or outgoing personal calls are
allowed except for emergency cases in which
case Department Manager’s approval is
required.
3. Use of cell phones and other personal communication
devices are strictly prohibited inside the Production
Area. They may be brought inside manufacturing work
process areas but they should be turned off. First time
offenders will be given verbal reprimand and their cell
phones confiscated overnight. Succeeding violations
will be given penalty as prescribed in the company
rules.

4. Any company property (including office materials like

diskette and books) or scrap item to be taken outside
the company premises should have its corresponding
gate pass signed by the company’s authorized
signatories.
5. Meal subsidy is provided exclusively to Regular
employees. Since it is provided to ensure proper
nourishment of employees, it cannot be used to
purchase non-food items (e.g. toiletries, grooming
products, e-load) from canteen.

6. Scrap or cripple products can only be bought at

discounted price only if it is for personal consumption

7. To standby and/or overstay in the custodian, clinic

and employees canteen without official business is
not allowed. Overstaying in the comfort room during
working hours is strictly prohibited.
8. Posting and removing of any announcement of any
reading materials on the bulletin board must be
approved by the General Manager and/or HRD
Manager

9. Children (12 yrs old and below) are not allowed in

the plant premises except during celebration of
company affairs. They may also be allowed on a
case to case basis (e.g. for checkup with retainer
doctor) but this must subscribe to the procedure
specified in the Rule IV Sec. 1.1
II.ENTERING COMPANY
PREMISES
1. No I.D, No Entry Policy shall be strictly
implemented for all employees.

2. Bodily frisking shall be done to all employees

entering/leaving the company premises.

3. Any employee on suspension, who needs to

enter the company premises, must first secure
permission from his immediate superior before
entrance can be allowed.
III.ENTRY OF EMPLOYEE
1. Rank and file employees are not allowed to loiter
before during and after their working schedule.
Employees whose duties are completed already are
prohibited from overstaying at company premises.
1.1 Employees whose working time falls between
11:00 pm to 3:00am may be allowed to stay at the plant
before or after their duty, due to security risk and/or
availability of transport, provided permission from the
Department Manager / Supervisor has been secured.
1.2 Other instances where employees can stay in
the plant before/ after their working schedule are
during bad weather, floods, or other force majeure,
or when employee sick.
IV.ENTRY OF VISITORS
Entry of any visitors should be authorized by the concerned
Department Manager or Supervisor on duty (in case of the
formers absence) before they can fill-up an authorization
form or secure a gate pass from the entrance guard.
Authorized visitors can stay at the plant lobby or canteen
only. Overstaying is likewise prohibited for visitors, esp. for
personal reason, to minimize work disruption.
1.1 In case of visit of employees’ dependents due to
medical concern, approval of HRD and appointment
with company nurse must be secured in advance.
1.2 Any visitors who wish to have a plant tour must
first secure the approval of the General Manager and / or
the Plant Manager.
V. ENTRY VEHICLES

All vehicles must be parked at their designated places. It is

prohibited to park at any other area within the company premises,
even if the parking area is already full. Private vehicle which were
left with no parking space must be parked outside the company
premises. Parking directly in front of the company’s ingress and
egress, however, is strictly prohibited.
1.1 All company-owned trucks upon entering and exiting the
plant gate are only allowed to have one (1) Driver and one (1)
Delivery Helper. If there are three (3) or more persons, the guard
on duty has right to request for an authorization from the manager
or supervisor on duty. Extra passengers have to be noted in the
Trip Ticket.
1.2 All company-owned and franchise vehicles, supplier
trucks, 3rd party haulers and employee vehicles are to be
inspected by the guards before entering and when exiting the
plant.
1.3 Speed of vehicle inside the plant premises should not
exceed 10 -KPH.
VI.CARRYING ITEMS IN/OUT OF WORK
1. All bags, sealed packages, and other belongings
carried in and out by the employee shall be
inspected by the entrance guard. The size limit
of the bag should not exceed 10” x 15” x 17” or
its equivalent volume of 1.47 cu. Ft. These bags
exceeding the size limit must be deposited with
the guard. All other bags shall be allowed only at
the employees’ locker rooms or to a place
designated by immediate superior, not in the
production area.

2. Bringing of live animals or pets inside the

company premises is strictly prohibited.
3. Bringing in of CD or cassette players, transistor
radio or walkman inside the company premises is
not allowed. Authorization for bringing such items
should be secured from the immediate manager.

4. Company shall not be liable for any loss of cash or

valuables brought inside the company premises.

5. Deadly weapons and/or pointed sharp objects are

not allowed to be taken inside the company
premises.

6. Drugs (marijuana, shabu, or any form of drug

substance) and/or liquor are not allowed to be
taken inside the company premises.
VII. UNIFORMS
1. ID should be worn while inside the company premises
except inside the production area.
2. Employee and visitors (including suppliers) are not
allowed to wear short pants, sando, sleeveless and
slippers/sandals inside the plant premises.
3. All production personnel are required to wear the
prescribed uniform as soon as they are inside the
Production Area.
3.1 Complete uniform includes t-shirt, pants,
hairnet, apron, towel, stocking or socks and a pair of
closed shoes / rubber shoes. For Supervisors and QA
personnel, lab gowns/smocks are also required.
4. Non-production personnel and/or authorized visitors
with official business at any manufacturing work
process area are required to wear the prescribed
hairnet which is available at HRD.

5. Prescribed uniform specifically for use in the

production area like working shirt and rubber shoes
issued by the company must not be worn outside
the company premises or in employee’s private
functions.
VIII.TIMEKEEPING / ATTENDANCE

1. All rank and file employees shall use the hand punch
machine for recording their time in and out during their
shift and before/after a break.

1.1 No double punching must be observed. In case

there’s any problem encountered with your punching
always consult the timekeeper or HRD.

1.2 ATRO must be submitted to HRD on or before the

said date.
 VIII.TIMEKEEPING / ATTENDANCE

2. No employee is allowed to bring in the manufacturing work

process areas their personal belongings. Bags, grooming
devices, and other personal paraphernalia should be kept at
the locker area.
3. The security personnel at the timekeeping area has the right
to frisk suspected employees (e.g. with bulging uniforms,
with suspicious packages, or with request from superior)
upon entrance and/or exit at the timekeeping section to
prevent unauthorized items to be brought in and/or out of the
Production Area.
4. Employees who arrived late for more than one hour after his
duty shall automatically be sent home.
5. Employees are encouraged to stay in their work station until
their time-off.
6. Employees who have to leave their work assignment will
need the proper authorization from his/her immediate
superior.

7. Unplanned leave of absence will be authorized only if it is

approved by the immediate superior of the concerned
employee at least an two hours before the scheduled shift of
the employee for manufacturing group and within the 1st
hour of the regular working time for Admin / office
personnel.

Notification through text by mobile phone is allowed only if

the immediate superior replies confirming the approval of
the employee’s leave of absence. The reply must be saved
by the employee for reference in case needed in
investigation. It is also emphasized that notification should
be directed to one’s immediate superior and not to co-
workers only.
IX. PROHIBITION IN THE PRODUCTION AREA

1. ID cards, watches, jewelries, and even wedding rings are not

allowed to be worn inside the production premises. Wearing
of earrings for male/female employees is strictly prohibited.

2. Reading materials like periodicals, magazines, comics,

pocketbooks, etc. are not allowed inside the production area.

3. All production employees are prohibited to dab

perfumes/scent on their body inside the production area.
They must keep their nails short. Male employees should
maintain a clean-cut and should have their moustache and
beard shaved everyday. A clean-cut hair is defined as “a
haircut 1 to 2 inches above the ears.
IX. PROHIBITION IN THE PRODUCTION AREA

4. Bringing of any food and cripple products within the

production and other manufacturing areas is strictly
prohibited. Prohibition covers even in the Supervisors’
Office, QA Laboratory, Washing Area, Warehouse and
Physical Distribution Area.

5. Eating of any food item especially company products within

the production and manufacturing areas, including
production/manufacturing offices, is strictly prohibited

6. Production rank and file employees are not allowed to

loiter.
X. SANITATION
1. Anyone who enters the production area as well as those
emerging from the comfort room must step on the foot dip
upon entry.

2. All plant personnel who have direct contact with products

and raw materials must wash and sanitize their hands
before assuming their work.

3. Surprise hand swab test will be conducted every now and

then by QA Personnel to check employees’ compliance to
Good Manufacturing Practices (GMP). Name of those
who failed the test will be posted at the bulletin boards.
Repeated non-compliance to GMP will be given penalty
as per Company Code of Discipline.
XI. SCHEDULES

1. All formulated and posted schedule must be strictly

observed as indicated. If there should be any changes
such as: extension, adjustment, or planned overtime
work, a request must be made prior the change of work
schedule and at the same time must be duly approved
by the immediate superior.

1. The employee is expected to know his/her schedule

ahead of time. When in doubt, the employee must refer
to the duty manager.
XII LOCKER ROOM

1. Cleanliness and orderliness should always be observed

in all company lockers. The company is not liable in any
losses of valuable in the locker rooms.

2. A rank and file employee is authorized to use one

personal locker only Lockers are subject for regular
inspection and/or spraying for pest control under the
supervision of the QA Dept. and with the presence of
HRD personnel and security guard.
3. Posting of unnecessary decors or stickers or any materials,
as well as writing graffiti and personal slogans, is not
allowed inside and outside the locker unit.

4. All employees’ personal belongings must be kept in the

locker. Each employee is responsible for the upkeep,
security, and cleanliness of his locker.

5. In case of emergency, lockers can be opened by the

managers or supervisors in the presence of HRD personnel
and security guard.
COMPANY CODE OF DISCIPLINE
ALITUNTUNIN NG DISIPLINA NG KOMPANYA

I. PAGLABAG LABAN SA TAO

Walang gawain sa mundo ang mapapamahalaan ng matagumpay kung hindi bibigyan ng
wastong pagpapahalaga ang karangalan ng tao. Sa paniniwala sa karangalan ng tao, ang
kompanya ay nag-aatas sa lahat ng mga empleyado na magpakita ng wastong respeto sa
isat-isa at pagkamasunurin sa pagsasagawa ng kani-kanilang tungkulin at sa kanilang
pakikipag-ugnayan sa isat-isa.

MGA PAGLABAG UNA IKALAWA IKATLO

1. Pagkawalang-galang, nakakainsulto, Babala ng pagkatan-

malisyoso o masamang pahayag na ggal na may 15 araw
sinadyang pagkawalang-galang ng na suspensiyon batay
isang empleyado sa karangalan ng sa bigat ng kaso hanggang
kompanya,pinuno,kapwa empleyado sa pagkatanggal.
kompanya o ang madla.

2. Pananakit, panunugat at pamiminsala Pagkatanggal batay sa

sa kapwa anumang oras sa paligid at bigat ng kaso.
ari-arian ng kompanya.

3. Pakikipag-away, panunulsol o pagbu- batay

bunsod ng away o pananakit sa kapwa sa bigat ng kaso.
at pamiminsala sa ari-arian sa anumang
dahilan sa anumang pagtatalo o away.

4. Pagbabanta, pananakot, pang-gigipit 30 araw na suspensiyon Pagkatanggal

pamimilit, pakikialam o panghihikayat batay sa bigat ng kaso
o pag-alok sa isang tao na labagin ang
alituntunin ng Disiplina sa loob ng Kompanya.
II. MGA PAGLABAG SA KAPAKANAN NG KOMPANYA
A. PAGSUWAY
Ang kompanya ay nagtitiwala sa mga empleyado lalot’ higit doon sa mga binigyan ng mga
pananagutan. kaya’t inaasahan mula sa bawat empleyado na sumunod sa mga tagubilin ng
nakatataas sa kanila at maging masunurin alinsunod sa mga kautusan.

MGA PAGLABAG UNA IKALAWA IKATLO IKAAPAT

1. Sinadya, kinusa na di- pagsunod sa Babala ng pag- Pagkatanggal
isang nasusulat o pasalitang kautusan katanggal na may
mula sa Manager o Supervisor na 15 araw na suspensiyon
gawin ang kanyang nakaatang na katung-
kulan na naging dahilan ng pagkapinsala
ng isang tao, pinsala o pagkalugi sa pro-
dukto o ari-arian ng kompanya.

2. Pagtangging sagutin ang mga tanong Babala ng Pag- Pagkatanggal

sa anumang imbestigasyon na pina-
ngangasiwaan ng kompanya sa kondi-
syong ang imbestigasyon ay hindi lalabag
sa mga karapatang naayon sa Saligang
batas.
katanggal na May
15 araw na suspensyon
hanggang sa pakatanggal sa
batay sa bigat ng kaso.

B. PANANAGUTAN PAGPASOK SA TRABAHO AT KAAGAPAN SA PAGPASOK SA

TAMANG ORAS
Ang kaagapan o pagpasok sa tamang oras ay lubhang kailangan upang magampanan ang
sariling mga pananagutan. Kahit nababatid ng kompanya ang mga pansariling pangangailangan ng
empleyado. Ang mga empleyado ay dapat din gawin ang nararapat at inaasahan sa pamamagitan
ng pagbibigay-alam sa kompanya ng mga pagliban at pagkahuli.
Recommended Rule on Tardiness: Article II Section -1
(Note: Amendments Italicized)

1. Kung ang isang empleyado ay nahuli dahilan sa hindi maipaliwanag o hindi makatuwirang
dahilan ng lima (5) o higit pang beses o nahuli ng higit sa dalawang oras (2) alin man ang
mauna sa dalawa sa loob kahit na anong apat (4) na linggong kapanahunan sa kabila ng
sampung minuto ng palugit o sa kabuuang pagkahuli ng labing dalawang (12) beses na
pagkahuli sa loob ng tatlong (3) buwan siya ay masasabing “palagiang huli” at ang sunud –
sunod na pagkahuli sa nasabing mga panahon ay kikilalaning isang paglabag.

UNANG PAGLABAG IKALAWA IKATLO IKAAPAT IKALIMA IKAANIM

Nasusulat na babala 2 araw na 5 araw na 7 araw na 15 araw na Pagkatangal

Suspensiyon suspensiyon suspensiyon
na may babala
ng pagkatangal

UNANG IKALAWA IKATLO

PAGLABAG

2. Pag-aksaya ng oras o 3 araw na suspensyon 12 araw na suspension Pagkatanggal

paggala-gala sa oras batay sa bigat ng kaso na may babala ng pag-
ng may trabaho at pag- katanggal
alis sa oras ng trabaho
nang walang pahintulot
ng nakakataas sa kanya.
(ang paglampas ng pag-gamit ng breaktime ay paglabag na dito).
Recommendation Rule on AWOL on weekdays: Article II Section B-3

3. Hindi pagbibigay alam sa kompanya (sa pamamagitan ng kanyang supervisor) ng kanyang pagliban
o walang pahintulot sa pagliban mula sa nakakataas sa kanya isang (2) oras bago ang takdang oras ng
pagpasok.

PAGLABAG UNANG PAGLABAG IKALAWA IKATLO IKAAPAT IKALIMA IKAANIM

1 araw na pagliban sinulat na babala 3 araw na 6 araw na 12 arw na 15 araw na Pagkatanggal

suspensyon suspension suspension suspension

2 artaw na pagliban 2 araw na 5 araw na 10 araw na 15 araw na Pagkatangal

suspensiyon suspensiyon suspensiyon suspensiyon

3 araw na pagliban 5 araw na 10 araw na 15 araw na Pagtkatangal

suspensiyon suspensiyon suspensiyon

4 araw na pagliban 10 araw na 15 araw na Pagtkatangal

suspensiyon suspensiyon

5 araw na pagliban 15 araw na Pagtkatangal

suspensiyon

6 araw na pagliban Pagtkatangal

Recommended Rule on AWOL on Weekends: weekends Rule
(Note: Amendments Italicized)

4. Walang pahihintulutang pagliban sa mga araw ng Biyernes, Sabado at Lingo gayun din sa araw ng
sahod at sumunod na araw pagkatapos nito kung ito ay hindi naipasa at naaprubahan isang linggo o
higit pa bago ang araw ng pagliban. Ang emergency leave (EL) naman ay pahihintulutan kung itoy
may katuwiran o mabigat na dahilan lamang gaya ng pagkalagak sa hospital dahil sa pagkakasakit o
pagkamatay ng pangunahin o malapit na kamag-anak at natural na kalamidad.
Ang pagpapahintulot ng VL ay base sa desisyon ng nakakataas.

PAGLABAG UNANG PAGLABAG IKALAWA IKATLO IKAAPAT IKALIMA

1 araw na pagliban 2 araw na 5 araw na 7 araw na 15 arana Pagkatanggal

suspensiyon suspensiyon suspensiyon suspensiyon
na may babala
ng pagkatangal

2 araw na pagliban 5 araw na 7 araw na 15 araw na Pagkatangal

suspensiyon suspensiyon suspensiyon
na may babala
ng pagkatangal

3 araw nas pagliban 7 araw na 15 araw na Pagkatangal

suspensiyon suspensiyon
na may babala
ng pagkatangal
5. PAG-IWAN SA TRABAHO

Anim (6) na araw na sunud-sunod na pagliban ng walang pahintulot o paunang – sabi.

*** Ang 30 na tipong araw na suspensiyon sa loob ng isang taon ay kusang magiging dahilan ng pagkatanggal
sa kahit walang paglabag na isaalang-alang.***

MGA PAGLABAG UNA IKALAWA IKATLO IKAAPAT

6. Hindi pag-pasok sa trabaho matapos 6 araw na 15 araw na 30 araw na Pagkatanggal.

Maubos ang “leave of absence” ng Suspensiyon. Suspensiyon. Suspensiyon.
Walang makatwirang dahilan o
Walang kapahintulutan.

7. Pagtulog habang nasa trabaho 6 araw na 15 araw na Pagkatanggal.

suspensiyon suspensiyon.
8. Hindi Pag-gamit ng “TIMECARD”
o kinaligtaan ang pag-gawa ng 3 araw na 6 araw Pagkatanggal.
daily time record o pag-gamit suspensiyon. suspensiyon.
ng timecard ng ibang empleyado
o hinayaan ang kanyang timecard na
gamitin ng ibang empleyado at hindi
pagpirma sa tamang oras.

C. PANLILINLANG
Ang katapatan pa rin ang pinakamagaling na patakaran sa anumang pakikipag-ugnayan ng tao. Ang ating
kompanya ay lubos na umaasa sa ating kakayahang magpakita ng matapat at mapagkakatiwalaang serbisyo
una at higit sa lahat.
 MGA PAGLABAG UNA IKALAWA IKATLO

1. Pagbibigay ng huwad, hindi totoo Babala ng pagkatanggal Pagkatanggal.

at binago o dinayang”medical cer- na may 15 araw na suspen-
tificate” upang ipakita ang malusog siyon kung magwawakas
na pangangatawan o pagbibigay kat- sa malubhang pinsala para
wiran sa walang kapahintulutang sa unang paglabag.
pagliban at pagdadahilan ng pagkaka-
sakit sa pagliban ngunit napatunayang
nagsasakit-sakitan lamang.

2. Pagpalsipika ng talaan o rekord o mga Pagkatanggal

kasulatan (hal: application paper, resibo,
voucher, katibayan ng pagbebenta, order
slip, mga ulat sa nagastos) o pagpeke ng
pirma ng mga pinuno ng kompanya at o
maling paglalarawan o pagpapaliwanag.

3. Pag-aalok, pagbebenta, pangongolekta ng 30 araw na

walang pahintulot ng kontribusyon o pag- Suspensiyon na Pagkatanggal.
tanggap ng anumang bagay na mahalaga may Babala ng
kapalit ng trabaho o magandang kalagayan Pagkatanggal.
sa trabaho (pagtatalaga sa trabaho, lugar,
pagtaas ng katungkulan ng empleyado.

4. Kahit na anong pandaraya, panlilinlang Pagkatanggal.

Pagnanakaw na ginawa ng empleyado laban
sa kompanya sa mga empleyado o mga
mamimili(hal: pagbibigay ng hindi pina-
hintulutang tawad)
5. Hindi pagbibigay – alam sa tamang Babala ng pagkatanggal Pagkatanggal
awtoridad ng malaking pagkalugi, na may 6 na araw na sus-
pagkasira,pinsala o pagkabasag pensiyon dagdag pa sa dapat
pansariling karamdam o ligalig, bayarang halaga sa nagawang
reklamo ng mamimili o hindi pinahihin- pinsala.
tulutang gawain o kaasalan na nangyari sa
panahon ng Kompanya sa loob ng Kompanya.
III. MGA PAGLABAG LABAN SA PAG-AARI NG KOMPANYA
Ang epektibong empleyado ay alam ang halaga ng salapi, mga kagamitan at mga makina upang makabuo ng
napakainam na mga produkto. Bilang masikhay na empleyado tayo ay tinatawagan upang magmalasakit sa
lahat ng mga pag-aari ng ating kompanya sa pamamagitan ng wastong pag-gamit upang ang pagkasira,
pag-aksaya at pagsasayang ay tuluyang maiwasan.

MGA PAGLABAG UNA IKALAWA IKATLO IKAAPAT

1. Kusang pagsira ng pag-aari o produkto Pagkatanggal at
na may malaking halaga at o mali o paghahain ng
hindi wastong paggamit, mali o paba- kasong legal laban
yang paggamit sa pag-aari ng kompanya. sa nagkasala.
(hal: mga Parte, kasangkapan, kagamitan,
sasakyan) na naging sanhi ng pagkasira,
pagkawala o pag-aaksaya o kapansanan.
2. Walang pahintulot na paggamit ng pangalan 30 araw na Pagkatanggal.
ng kompanya o mga kagamitan (hal: paki- suspensiyon.
ki-pag-unawaan sa negosyo ng walang
pahintulot na ginagamit ang pangalan ng
Kompanya) at o pagpapabayang paraan ng
Pagtatrabaho na naging dahilan ng pinsala
At paglalagay sa kompanya sa hindi magandang
Katayuan.
3. Nahatulan sa isang Krimen anumang Pagkatanggal
panahon na may kinalaman sa kahihiyan,
kaasalan( Hal: pagpatay ng hindi sinadya,
panunuba, sinadyang pagpatay)

4. Pagsulsol sa kaguluhan, karahasan o Pagkatanggal

paggamit ng karahasan sa loob o sa
kapaligiran ng kompanya anumang oras.

5. Pagkakalat, pagdadala ng alagang 7 araw na 15 araw na 30 araw na Pagkatanggal

Hayop, paninira sa loob ng nasasa- suspensiyon. Suspensiyon. suspensiyon.
Kupan ng kompanya.

V. MGA PAGLABAG LABAN SA PANLIPUNANG KAASALAN AT KAASALAN SA TRABAHO

Hindi sapat ang magtrabaho lamang. Ang lahat ng empleyadong may pagpapahalaga sa sarili at
kahalagahan ng Propesyonalismo o matapat na pagpapahalaga sa kanyang hanap-buhay. Lagi
tayong pinaalalahanan na ang mga kaugaliang di-angkop at di-naayon sa ating kaasalang panlipunan ,
ang kawalang kagandahang asal at di pagpapahalaga sa trabaho ay walang puwang sa kompanya.

MGA PAGLABAG UNA IKALAWA IKATLO IKAAPAT

1. Pangungutang at labis na 15 araw na 30 araw na Pagkatanggal

tubong pagpapahiram ng mga suspensiyon suspensiyon.
empleyado at mamimili o
hindi pagbayad ng utang at
nakakaapekto sa paggawa at
katayuan ng kompanya.
 2. Ugaling sobrang magaspang 15 araw na 30 araw na Pagkatanggal
magaslaw o paggamit ng suspensiyon suspensiyon
lapastangan o malaswang pana-
nalita sa kapwa empleyado sa
mga may katungkulan o ma-
mimili sa anumang oras sa loob
at sa nasasakupan ng kompanya.
3. Pagkukubrador, pagsusugal, 3 araw hanggang 6 araw hanggang 15 hanggang 30 Pagkatanggal
pagloloterya o anumang sugal 5 araw na suspen- 10 araw na suspend araw na suspensiyon
sa nasasakupan ng kompanya. siyon. siyon. may babala ng pagkatanggal
( Hal: pagtitinda ng tiket ng
Sweepstakes, o raffle tikets.)
4. Pag-inom ng nakalalasing o may 10 araw na 30 araw na Suspensiyon Pagkatanggal
inihalong nakalalasing sa inumin suspensiyon. na may Babala ng
sa loob at nasasakupan ng kompanya pagkatanggal
o pagpasok ng lasing sa kompanya
may trabaho man siya o wala.
5. Pag-gamit ng bawal na gamot 30 araw na Pagkatanggal.
(marijuana o shabu) o anumang suspensiyon.
delikadong sangkap tulad ng
rugby o kahit anong ipinagbabawal
na gamot sa loob at kapaligiran ng
kompanya o pagpasok sa loob at
nasasakupan ng kompanya ng naka-
gamit ng bawal na gamot may pasok
man siya o wala.
6. Napatunayang positibo sa ipinag- Pagkatanggal
Babawal na gamot.
7. Sumasali sa magulong laro, pan- 7 araw hanggang 15 araw na suspen- 30 araw na suspen- Pagkatanggal.
lilibak, paghahagis ng mga bagay 15 araw na suspensiyon siyon. siyon.
nagpakita ng kagaspangan ng kilos sa loob at kapaligiran ng
Kompanya kung magiging dahilan
ng suntukan.

8. Anumang kilos laban sa moralidad Pagkatanggal depende

na makaapekto sa katwiran ng ibang sa bigat ng kaso.
empleyado at tuwiran at di-tuwirang
Makaapekto sa magandang pangalan
Ng kompanya. (hal: bawal na relasyon
Nakakasirang puring kaasalan at o
Mahalay o imoral na ugali sa loob at
Kapaligiran ng kompanya.

.
9 Sobrang pagpapabaya sa trabaho Pagkatanggal at dagdag
(hal: paulit-ulit na paglabag na may pa rito ang pagbabayad
parusang suspensiyon, tatlong beses pinsala.
sa loob ng isang buwan na nagiging
dahilan ng pagkakasira o pagkawala
ng pag-aari o produkto ng kompanya.

10. Pagpapabaya o hindi maingat na pagsasa- 7 araw na sus- 15 araw na sus- 30 araw na sus Pagkatanggal
Gawa ng gawain na naging sanhi ng pag- pensiyon. pensiyon o pag- pensiyon
kasira, pagkawala o pagkabulok ng babayad pinsala.
produkto ng kompanya at/o pag-aari ng
Kompanya.
V. MGA PAGLABAG SA KALIGTASAN, KALUSUGAN AT KALINISAN
Sa pagsunod sa atas ng Departamento ng paggawa bilang kompanya na gumagawa at nagtitinda ng pagkain,
lahat ng empleyado ay inaatasang sumusunod sa mga patakaran ng kompanya tungkol sa kaligtasan, kalusugan
at kalinisan. Bilang nag-saalang-alang sa kaligtasan, kalusugan at kalinisan hindi lamang ang ating kompanya
ang makikinabang kung hindi lalo’t higit ang pansarili at pangkahalatang kabutihan.

MGA PAGLABAG UNA IKALAWA IKATLO IKAAPAT

1. Pagiging dahilan ng maruming 3 araw na 6 araw na 15 araw na Pagkatanggal
kalagayan o paglabag sa mga Suspensiyon Suspensiyon Suspensiyon
karaniwang alituntunin sa
kalinisan (hal: pagdura, pag-
kakalat, pag-ihi) kahit saan
sa loob at kapaligiran ng
kompanya ng hindi gimagamit
ang palikuran.

2. Paninigarilyo sa loob at kapaligiran 7 araw na 15 araw na 30 araw na Pagkatanggal

Suspensiyon Suspensiyon

3. Pagkain at pag-inom, (kasali dito 6 araw na 15 araw na 24 araw na Pagkatanggal

ang pagtikim ng hilaw at luto ng Suspensiyon.Suspensiyon. Suspensiyon
Pagkain) sa lugar ng gawaan o sa
loob ng lugar ng hindi pinahintu-
lutan ng pangangasiwaan.

4. Hindi pagbigay-alam sa mga 6 araw na 12 araw na 30 araw na Pagkatanggal

nakatataas sa kompanya ng pag- Suspensiyon.Suspensiyon. Suspensiyon
nakaroon ng sakit na nakahahawa.
5. Hindi pangsang-ayon sa isang 6 araw na 15 araw na 30 araw na Pagkatanggal
kinakailangang check-up para sa suspensiyon suspensiyon suspensiyon
pagpapatibay o paglilinaw ng na may babalana may babala
anumang karamdaman(hal: X-ray) ng pagkatanggal ng pagkatanggal
.

ALITUNTUNIN NG DISIPLINA NG KOMPANYA

MGA PAGSUSUBALI

1. Ang pamunuan ay may karapatang ipahayag kung ang isang gawain o mga gawain ng mga empleyado
ay isa lamang maliit na paglabag noong kanyang ginawa ito sa kundisyong ang katapat na
kapahintulutan o nararapat na parusa ay naipataw ng naayon sa batas.

2. Ang pamunuan ay may karapatang ipatupad ang kanilang itinakdang karapatan sa pamamalakad,
magdesisyon ng inaakala nilang nararapat ayon sa nagaganap na pangyayari.

3. Ang pamunuan ay may karapatang maghain ng nararapat na kasong kriminal o kasong sibil laban sa
kanino mang nagkakasalang empleyado bukod pa sa hakbang ng pamunuan laban sa kanya.

4. Ang iba pang mga patakaran at kautusan ay maaring ipalabas sa pamamagitan ng pangkalahatan o
karaniwang ulat o memoranda para sa kilos o mga gawaing hindi makakasama sa Alituntunin ng
Disiplina sa Kompanya.
Conclusion
Based on the findings, the following conclusions are drawn that
San Diego State Manpower Services are:
• Provides Janitorial Services that includes operator, drivers,
maintenance, One Day Cleaning, Wall Cleaning, Window Cleaning,
and Marble Crystallization
• finding and acquiring skilled housekeeping personnel for their
clients.
• to train especially new employees for their development and
learning. It leads to increase their performance.
• promote employees based on their performance and workplace
conduct.
• Promote equal opportunity policies .
• Recommendation
In the light of the findings and conclusions, the researchers
hereby recommend the following:
• To have seminars, team buildings and other trainings to help the
employees to improve themselves.
• Should have enough facilities to accommodate applicants.
• Talk to your clients. Reaching out to your potential, and current
clients. Pay attention to their language.
• Leverage your expertise
• Give people what they want.