OAMPI Employee Manual Mar 2015

OAMPI%20Employee%20Manual%20_%20Mar%202015

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OAMPI	
  INC	
  
	
  
	
  
	
  
	
  
	
  
	
  

EMPLOYEE	
  MANUAL	
  
Revised:	
  March	
  2015	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  

	
  
Table	
  of	
  Contents	
  
	
  
Introduction	
  
Message	
  from	
  the	
  CEO	
   	
  

	
  

	
  

	
  

	
  

	
  

2	
  

The	
  Company’s	
  Vision,	
  Mission	
  and	
  Core	
  Values	
  	
  

	
  

	
  

3	
  

	
  
About	
  the	
  Company	
   	
  
	
  

Employment	
  Matters	
  	
  

	
  

General	
  Policies	
   	
  
Types	
  of	
  Employment	
  
Personnel	
  Movement	
  
Performance	
  Review	
  
Benefits	
   	
  
	
  
Orientation	
  
	
  

	
  
	
  
	
  
	
  
	
  
	
  

	
  
	
  
	
  
	
  
	
  
	
  

	
  
	
  
	
  
	
  
	
  
	
  

	
  
	
  
	
  
	
  
	
  
	
  

	
  
	
  
	
  
	
  
	
  
	
  

	
  
	
  
	
  
	
  
	
  
	
  

4	
  
7	
  
7	
  
8	
  
9	
  
11	
  

Code	
  of	
  Conduct	
   	
  
	
  
	
  
Receipt	
  and	
  Acknowledgment	
  	
   	
  

	
  
	
  

	
  
	
  

	
  
	
  

	
  
	
  

12	
  
22	
  

Anti-­‐Sexual	
  Harassment	
  Policy	
   	
  
	
  
Drug-­‐free	
  Workplace	
  
	
  
	
  
	
  
Consolidated	
  Health	
  and	
  Safety	
  Policies	
   	
  

	
  
	
  
	
  

	
  
	
  
	
  

	
  
	
  
	
  

A	
  
B	
  
C	
  

Employee	
  Code	
  of	
  Conduct	
  

	
  

Annexes	
  

	
  
	
  
	
  
	
  
	
  
	
  
	
  

	
  
	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

1	
  

	
  
	
  
Welcome	
  message	
  
	
  
It	
  is	
  with	
  great	
  pleasure	
  that	
  I	
  welcome	
  you	
  as	
  a	
  new	
  employee	
  of	
  OAMPI	
  Inc.	
  (OAMPI).	
  	
  I	
  am	
  
very	
   pleased	
   that	
   you	
   have	
   chosen	
   to	
   accept	
   our	
   offer	
   of	
   employment	
   and	
   know	
   that	
   this	
   is	
  
the	
  beginning	
  of	
  a	
  mutually	
  beneficial	
  relationship.	
  	
  We	
  have	
  a	
  great	
  team	
  and	
  I	
  am	
  sure	
  you	
  
will	
  enjoy	
  the	
  people	
  you	
  will	
  be	
  working	
  with.	
  
As	
  you	
  go	
  through	
  the	
  orientation	
  process,	
  keep	
  our	
  mission	
  in	
  mind.	
  	
  We	
  will	
  do	
  our	
  best	
  to	
  
help	
  you	
  become	
  a	
  productive	
  member	
  of	
  the	
  team	
  and	
  that	
  you	
  have	
  the	
  opportunity	
  to	
  
grow	
  professionally	
  in	
  your	
  career.	
  	
  In	
  the	
  next	
  few	
  weeks	
  you	
  will	
  meet	
  many	
  coworkers,	
  
supervisors	
  and	
  managers.	
  	
  Feel	
  free	
  to	
  let	
  them	
  know	
  what	
  you	
  need	
  to	
  accomplish	
  your	
  
new	
  responsibilities.	
  	
  Please	
  feel	
  free	
  to	
  also	
  ask	
  your	
  supervisor	
  or	
  contact	
  person	
  from	
  the	
  
human	
  resource	
  department	
  whenever	
  questions	
  arise.	
  
We	
  are	
  looking	
  forward	
  to	
  a	
  long-­‐term	
  relationship	
  and	
  your	
  success	
  at	
  OAMPI.	
  
Sincerely,	
  
	
  

Benjamin	
  Davidowitz	
  
Chief	
  Executive	
  Officer	
  

	
  

	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  

	
  
	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

2	
  

	
  
	
  
About	
  OAMPI	
  
OAMPI	
  Inc.	
  was	
  created	
  to	
  bridge	
  the	
  outsourcing	
  gap	
  between	
  the	
  clients	
  around	
  the	
  world	
  
and	
  our	
  team	
  in	
  the	
  Philippines.	
  
	
  
Ben	
  Davidowitz	
  and	
  Henry	
  Chang	
  founded	
  OAMPI	
  in	
  2007.	
  	
  Prior	
  to	
  founding	
  OAMPI,	
  they	
  
worked	
   at	
   companies	
   such	
   as	
   AOL,	
   Citibank,	
   Fisher	
   Investments,	
   and	
   Google	
   where	
   they	
  
honed	
  their	
  call	
  center	
  and	
  outsourcing	
  expertise.	
  
	
  
When	
  OAMPI	
  stared	
  in	
  2007,	
  it	
  only	
  had	
  2	
  employees	
  and	
  1	
  client	
  and	
  it	
  has	
  since	
  grown	
  
year	
   after	
   year.	
   	
   Steadily,	
   OAMPI	
   has	
   grown	
   to	
   over	
   500	
   employees	
   and	
   into	
   its	
   present	
  
home	
  at	
  JAKA	
  building.	
  
	
  
The	
  collective	
  vision	
  for	
  OAMPI	
  was	
  to	
  create	
  an	
  outsourcing	
  organization	
  focused	
  on	
  one	
  
thing:	
   client	
   satisfaction.	
   	
   OAMPI	
   aims	
   to	
   provide	
   a	
   work	
   environment	
   that	
   is	
   challenging,	
  
with	
  professional	
  growth,	
  and	
  where	
  employees	
  work	
  with	
  like-­‐minded	
  people.	
  
	
  
Our	
  primary	
  operations	
  center	
  is	
  located	
  in	
  Makati,	
  Philippines	
  and	
  our	
  US	
  headquarters	
  is	
  
located	
  in	
  San	
  Carlos,	
  CA.	
  

	
  

Vision	
  
Our	
   vision	
   is	
   to	
   create	
   an	
   organization	
   with	
   a	
   professional	
   environment	
   that	
   serves	
   the	
   best	
  
companies	
  in	
  the	
  world.	
  	
  

	
  
Mission	
  	
  

“Highest	
  International	
  Standards”	
  
Our	
   goal	
   is	
   to	
   position	
   OAMPI	
   Inc.	
   as	
   a	
   global	
   leader	
   in	
   business	
   process	
   and	
   knowledge	
  
process	
  outsourcing	
  providing	
  highest	
  international	
  standards	
  of	
  service.	
  	
  	
  

	
  
Core	
  Values	
  

Delivery	
  of	
  high	
  quality	
  and	
  value	
  of	
  service	
  which	
  is	
  reliable,	
  innovative	
  and	
  client	
  focused.	
  	
  

	
  

•
•
•
•
•
•
•

Deliver	
  AMAZING	
  Service	
  to	
  our	
  Customers;	
  	
  
Embrace	
  and	
  Drive	
  Change;	
  	
  
Be	
  adventurous;	
  Creative	
  and	
  Open-­‐Minded;	
  	
  
Be	
  Passionate	
  and	
  Humble;	
  	
  
Do	
  More	
  With	
  Less;	
  	
  
Honest	
  and	
  Open	
  Communication;	
  	
  
Personal	
  Responsibility.	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

3	
  

	
  
	
  
SCOPE	
  
The	
  contents	
  of	
  this	
  Manual	
  shall	
  apply	
  to	
  all	
  employees	
  of	
  OAMPI	
  and	
  while	
  the	
  employees	
  
are	
  undertaking	
  official	
  duties	
  outside	
  the	
  Company	
  premises.	
  OAMPI	
  reserves	
  the	
  right	
  to	
  
amend	
   the	
   Manual	
   from	
   time	
   to	
   time.	
   	
   Such	
   amendments	
   shall	
   be	
   communicated	
   to	
   all	
  
employees.	
  
	
  

GENERAL	
  POLICIES	
  
	
  
	
  
EQUAL	
  EMPLOYMENT	
  OPPORTUNITY	
  
It	
  is	
  the	
  commitment	
  of	
  the	
  Company	
  to	
  pursue	
  an	
  equal	
  employment	
  opportunity	
  for	
  all	
  its	
  
employees.	
  Recruitment,	
  promotion	
  and	
  employment	
  decisions	
  are	
  made	
  without	
  prejudice	
  
to	
   race,	
   color,	
   sex,	
   religion,	
   nationality,	
   sexual	
   orientation,	
   age,	
   disability	
   or	
   any	
   other	
  
factors	
  protected	
  by	
  law.	
  
	
  
CONFIDENTIALITY	
  	
  
During	
   the	
   course	
   of	
   employment,	
   an	
   employee	
   will	
   come	
   into	
   possession	
   of	
   Confidential	
  
Information	
   belonging	
   to	
   the	
   Company.	
   Confidential	
   Information	
   shall	
   mean	
   all	
   Company	
  
records,	
   documents,	
   personnel/payroll	
   records,	
   plans,	
   products,	
   know-­‐how,	
   design,	
  
programs	
   and	
   all	
   other	
   information	
   or	
   data	
   gained	
   in	
   the	
   course	
   of	
   or	
   incident	
   to	
   the	
  
employment	
   relation.	
   Without	
   prior	
   written	
   approval	
   of	
   the	
   Company	
   or	
   as	
   ordered	
   by	
   the	
  
court,	
  an	
  employee	
  undertakes	
  not	
  to	
  disclose	
  or	
  use	
  the	
  Confidential	
  Information	
  except	
  as	
  
required	
   in	
   the	
   direct	
   performance	
   of	
   his	
   work.	
   	
   This	
   obligation	
   shall	
   continue	
   even	
   after	
  
termination	
  of	
  employment.	
  	
  
	
  
•

Salary	
   Information	
   -­‐	
   everyone	
   is	
   expected	
   to	
   maintain	
   complete	
  
confidentiality	
   as	
   to	
   salary	
   information	
   at	
   all	
   times.	
   Disclosure	
   and	
   discussion	
  
to	
   co-­‐employees,	
   customers,	
   clients,	
   third	
   parties,	
   prospective	
   applicants,	
  
individuals	
   other	
   than	
   the	
   authorized	
   persons	
   (whether	
   in	
   oral,	
   written	
  
and/or	
   use	
   of	
   electronic	
   mail)	
   of	
   one’s	
   salaries	
   and	
   benefits	
   including	
   any	
  
raise	
   or	
   benefit	
   changes	
   or	
   any	
   valuable	
   information	
   acquired	
   concerning	
  
salaries	
   of	
   co-­‐employees	
   IS	
   STRICTLY	
   NOT	
   ALLOWED.	
   Under	
   NO	
  
circumstances	
  should	
  any	
  employee	
  of	
  OAMPI	
  discuss	
  anyone’s	
  pay	
  including	
  
theirs	
   with	
   a	
   CLIENT/S	
   of	
   the	
   company.	
   “Authorized	
   	
   persons”	
   	
   are	
   those	
   who	
  
by	
  virtue	
  of	
  their	
  positions	
  must	
  know	
  of	
  the	
  confidential	
  matters	
  pertaining	
  
to	
   compensation	
   like	
   the	
   Officers	
   of	
   the	
   Company,	
   HR,	
   Finance,	
   External	
  
Auditors	
  and	
  Lawyers	
  of	
  the	
  Company.	
  	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

4	
  

Upon	
  termination	
  of	
  the	
  employment,	
  the	
  employee	
  shall	
  deliver	
  to	
  the	
  Company	
  all	
  work	
  
products,	
  materials	
  and	
  reports	
  made	
  in	
  the	
  course	
  of	
  the	
  employment	
  and	
  all	
  documents,	
  
materials	
   and	
   samples	
   containing	
   Confidential	
   Information,	
   and	
   all	
   copies	
   thereof	
   in	
   the	
  
employee’s	
  possession	
  or	
  control	
  and	
  certify	
  in	
  writing	
  to	
  the	
  Company	
  that	
  the	
  employee	
  
has	
  complied	
  with	
  the	
  requirements	
  of	
  this	
  policy.	
  
	
  
INTELLECTUAL	
  PROPERTY	
  
Any	
   work,	
   invention,	
   discovery,	
   variety,	
   design	
   or	
   improvement,	
   whether	
   patentable	
   or	
  
protectable	
   by	
   any	
   intellectual	
   property	
   right,	
   including	
   copyright,	
   patents	
   and	
   all	
  
documentation	
   and	
   software	
   programs	
   created	
   by	
   an	
   employee	
   in	
   the	
   course	
   of	
  
employment	
  at	
  OAMPI	
  shall	
  be	
  the	
  property	
  of	
  Company	
  and	
  the	
  employee	
  is	
  deemed	
  to	
  
have	
  waived	
  all	
  rights	
  in	
  favor	
  of	
  the	
  Company.	
  	
  	
  
	
  
CONFLICT	
  OF	
  INTEREST	
  
The	
   Company	
   absolutely	
   prohibits	
   any	
   act	
   or	
   activity	
   which	
   may	
   cause	
   conflict	
   between	
   the	
  
employees’	
   personal	
   interest	
   and	
   the	
   Company’s	
   interests	
   in	
   dealing	
   with	
   suppliers,	
  
customers,	
   fellow	
   employees	
   and	
   all	
   other	
   individuals	
   who	
   are	
   doing	
   business	
   with	
   the	
  
Company.	
  Any	
  employee	
  who	
  is	
  in	
  this	
  situation	
  must	
  disclose	
  the	
  conflict	
  to	
  HR.	
  	
  	
  
	
  
	
  
ANTI-­‐SEXUAL	
  HARASSMENT	
  
The	
  Company	
  does	
  not	
  tolerate	
  any	
  form	
  of	
  sexual	
  harassment.	
  	
  It	
  must	
  be	
  pointed	
  out	
  that	
  
sexual	
  harassment	
  is	
  not	
  only	
  a	
  violation	
  of	
  the	
  Company’s	
  Code	
  of	
  Conduct,	
  but	
  it	
  is	
  also	
  a	
  
criminal	
  act.	
  	
  
Under	
  Republic	
  Act	
  No.	
  7877	
  or	
  the	
  Anti-­‐Sexual	
  Harassment	
  Act	
  of	
  1995,	
  sexual	
  harassment	
  
is	
  committed	
  when	
  a	
  person	
  having	
  authority,	
  influence	
  or	
  moral	
  ascendancy	
  over	
  another	
  
in	
   the	
   work	
   environment	
   demands,	
   requests	
   or	
   otherwise	
   requires	
   any	
   sexual	
   favor	
  from	
  
the	
   other,	
   regardless	
   of	
   whether	
   the	
   demand,	
   request	
   or	
  requirement	
   for	
   submission	
   is	
  
accepted	
  by	
  the	
  object	
  of	
  said	
  act.	
  
Refer	
  to	
  the	
  Anti-­‐Sexual	
  Harassment	
  Policy.	
  (Annex	
  “A”)	
  
	
  
	
  
DRUG-­‐FREE	
  WORKPLACE	
  
The	
  Company	
  promotes	
  a	
  safe,	
  healthy	
  and	
  productive	
  workplace,	
  as	
  such	
  the	
  Company	
  shall	
  
enforce	
  a	
  Drug-­‐Free	
  Workplace	
  Program	
  where	
  random	
  drug	
  testing	
  shall	
  be	
  conducted	
  to	
  
ensure	
  that	
  its	
  employees	
  continue	
  to	
  be	
  free	
  from	
  drug	
  abuse.	
  	
  	
  	
  
	
  
Refer	
  to	
  the	
  Drug-­‐Free	
  Workplace	
  Policy.	
  (Annex	
  “B”)	
  
	
  
HEALTH	
  AND	
  SAFETY	
  POLICIES	
  	
  
•

Alcohol-­‐free	
  and	
  Smoke-­‐free	
  workplace	
  policies.	
  	
  	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

5	
  

	
  
•

Tuberculosis,	
  HIV/AIDS	
  and	
  Hepatitis	
  B	
  policies.	
  	
  

	
  
Refer	
  to	
  the	
  Policies.	
  (Annex	
  “C”)	
  
	
  
IT	
  POLICY	
  
To	
  protect	
  and	
  secure	
  the	
  IT	
  assets	
  and	
  resources,	
  employees	
  should	
  adhere	
  to	
  IT	
  Policy	
  of	
  
the	
  Company	
  at	
  all	
  times.	
  Any	
  violation	
  of	
  the	
  IT	
  policy	
  is	
  subject	
  to	
  appropriate	
  disciplinary	
  
action.	
  	
  
	
  
•

E-­‐mail	
   is	
   considered	
   Company	
   property	
   and	
   is	
   to	
   be	
   used	
   primarily	
   for	
   Company	
  
business.	
   Personal	
   Messages	
   via	
   E-­‐mail	
   is	
   considered	
   inappropriate	
   and	
   is	
   not	
  
permitted	
  on	
  Company	
  E-­‐mail.	
  Employees	
  are	
  reminded	
  that	
  e-­‐mail	
  messages	
  are	
  not	
  
private	
   and	
   confidential	
   and	
   that	
   OAMPI	
   management	
   has	
   the	
   right	
   to	
   review	
   your	
  
emails	
  at	
  any	
  time.	
   	
  
	
  
	
  	
  
The	
   Internet	
   may	
   be	
   used	
   primarily	
   for	
   Company	
   business.	
   In	
   using	
   the	
   Internet,	
  
employees	
   are	
   prohibited	
   from	
   placing	
   Company	
   material	
   (including	
   copyrighted	
  
software,	
   internal	
   correspondence,	
   etc.)	
   on	
   any	
   publicly	
   accessible	
   Internet	
   website	
  
such	
   as	
   forums,	
   blogs,	
   and	
   social	
   networks	
   without	
   permission	
   from	
   the	
  
Management.	
  	
  
	
  

	
  
Please	
  refer	
  to	
  the	
  IT	
  Policy.	
  
	
  

DRESS	
  CODE	
  AND	
  COMPANY	
  ID	
  
It	
   is	
   encouraged	
   that	
   employees	
   dress	
   up	
   in	
   smart	
   casual	
   attire	
   or	
   when	
   required,	
   in	
  
business	
   attire.	
   In	
   all	
   instances,	
   employees	
   must	
   maintain	
   a	
   professional	
   appearance	
   and	
  
behavior.	
  	
  
All	
  employees	
  are	
  required	
  to	
  wear	
  Identification	
  Cards	
  within	
  the	
  premises	
  of	
  the	
  Company	
  
as	
  well	
  as	
  when	
  transacting	
  or	
  negotiating	
  business	
  on	
  behalf	
  of	
  OAMPI.	
  
	
  
EMPLOYEE	
  UPDATES	
  
The	
   employee	
   should	
   notify	
   the	
   HR	
   of	
   any	
   changes	
   in	
   the	
   name,	
   status,	
   address,	
   contact	
  
number,	
  family,	
  dependent	
  and	
  emergency	
  information.	
  The	
  income	
  tax,	
  health	
  benefit	
  and	
  
insurance	
  may	
  be	
  affected	
  by	
  changes	
  in	
  the	
  family	
  situation.	
  	
  
All	
  personnel	
  files	
  will	
  be	
  kept	
  confidential.	
  
	
  

	
  
TYPES	
  OF	
  EMPLOYMENT	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

6	
  

Regular	
  Full-­‐Time	
  Employee	
  –	
  one	
  who	
  successfully	
  passed	
  probation	
  and	
  works	
  at	
  least	
  40	
  
hours	
  a	
  week	
  on	
  a	
  regular	
  basis.	
  	
  A	
  regular	
  employee	
  performs	
  task	
  that	
  are	
  necessary	
  or	
  
desirable	
  in	
  the	
  usual	
  business	
  of	
  the	
  Company.	
  	
  	
  
Regular	
  Part-­‐Time	
  Employee	
  –	
  one	
  who	
  works	
  less	
  than	
  forty	
  (40)	
  hours	
  a	
  week.	
  They	
  are	
  
not	
  entitled	
  to	
  Company	
  benefits.	
  
Probationary	
  Employee	
  –	
  one	
  who	
  is	
  undergoing	
  a	
  probationary	
  period	
  of	
  no	
  longer	
  than	
  
six	
   (6)	
   months	
   to	
   determine	
   whether	
   he	
   is	
   qualified	
   for	
   regular	
   employment.	
   	
   At	
   the	
   time	
   of	
  
hiring,	
   the	
   Company	
   has	
   conveyed	
   the	
   reasonable	
   standards	
   of	
   performance	
   that	
   are	
  
expected	
  from	
  a	
  probationary	
  employee,	
  in	
  order	
  to	
  qualify	
  for	
  regularization.	
  	
  	
   	
  
Contractual	
   Employee	
   –	
   one	
   who	
   is	
   hired	
   for	
   a	
   fixed	
   period	
   determined	
   at	
   the	
   time	
   of	
  
hiring.	
  
Project	
   Employee	
   –	
   one	
   who	
   is	
   engaged	
   for	
   a	
   specific	
   project	
   or	
   phase	
   thereof,	
   the	
  
completion	
  or	
  termination	
  of	
  which	
  has	
  been	
  predetermined.	
  	
  
	
  

PERSONNEL	
  MOVEMENT	
  
Promotion	
  
Advancement	
   from	
   one	
   position	
   to	
   another	
   accompanied	
   by	
   an	
   increase	
   of	
   duties	
   and	
  
responsibilities	
  and	
  maybe	
  accompanied	
  by	
  an	
  increase	
  in	
  salary.	
  
Transfer	
  
Movement	
  from	
  one	
  position	
  to	
  another,	
  with	
  equivalent	
  rank,	
  level	
  or	
  salary	
  without	
  break	
  
in	
  service.	
  
Demotion	
  	
  
Movement	
   from	
   one	
   position	
   to	
   another	
   position	
   with	
   lower	
   rank	
   and/or	
   decrease	
   in	
  
responsibilities	
  which	
  may	
  involve	
  reduction	
  of	
  salary.	
  
Resignation	
  
A	
  written	
  notice	
  of	
  resignation	
  should	
  be	
  submitted	
  to	
  HR,	
  generally,	
  at	
  least	
  thirty	
  (30)	
  days	
  
before	
   the	
   date	
   that	
   the	
   employee	
   intends	
   to	
   leave	
   the	
   Company.	
   The	
   Management	
   may	
  
waive	
   the	
   30-­‐day	
   notice	
   if	
   it	
   is	
   in	
   the	
   best	
   interest	
   of	
   the	
   Company	
   to	
   do	
   so.	
   All	
   resigning	
  
employees	
   should	
   complete	
   clearance	
   procedures	
   prior	
   to	
   the	
   effective	
   date	
   of	
   their	
  
resignation.	
  
Termination	
  
An	
   employee	
   may	
   be	
   dismissed	
   from	
   work	
   for	
   just	
   or	
   authorized	
   causes	
   provided	
   under	
   the	
  
Philippine	
  Labor	
  Code	
  or	
  the	
  Company	
  Code	
  of	
  Conduct.	
  Employees	
  who	
  are	
  dismissed	
  from	
  
employment	
  should	
  surrender	
  all	
  Company	
  issued	
  items	
  on	
  the	
  last	
  day	
  of	
  work	
  and	
  process	
  
their	
  clearances.	
  	
  
	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

7	
  

Separated	
   employees	
   found	
   to	
   have	
   unsettled	
   accounts	
   with	
   the	
   Company	
   shall	
   not	
   be	
  
cleared.	
   Failure	
   to	
   settle	
   liabilities	
   will	
   hold	
   the	
   employee	
   liable	
   for	
   legal	
   action.	
   	
   At	
   its	
  
discretion,	
  the	
  Company	
  may	
  deduct	
  from	
  the	
  last	
  pay,	
  all	
  the	
  liabilities	
  of	
  the	
  employee.	
  	
  
	
  
	
  
Retirement	
  
The	
   mandatory	
   retirement	
   age	
   is	
   65	
   years	
   old.	
   	
   An	
   employee,	
   however,	
   may	
   opt	
   to	
   retire	
   at	
  
age	
  60	
  pursuant	
  to	
  Article	
  287	
  of	
  the	
  Labor	
  Code.	
  	
  	
  
	
  

PERFORMANCE	
  REVIEW	
  
During	
  employment,	
  performance	
  review	
  and	
  assessment	
  shall	
  be	
  made	
  on	
  a	
  regular	
  basis.	
  
This	
  may	
  comprise	
  of	
  actual	
  training,	
  coaching	
  sessions	
  or	
  performance	
  evaluations.	
  
TYPES	
  OF	
  PERFORMANCE	
  REVIEWS	
  
Probationary	
  Employment	
  
The	
   conversion	
   from	
   probationary	
   to	
   regular	
   status	
   of	
   employment	
   shall	
   be	
   based	
   on	
  
satisfactory	
  compliance	
  with	
  the	
  standards,	
  overall	
  evaluation,	
  and	
  other	
  requirements	
  set	
  
forth	
   in	
   the	
   matrix	
   for	
   regularization.	
   	
   Only	
   employees	
   who	
   successfully	
   completed	
   their	
  
probationary	
   period	
   and	
   who	
   have	
   satisfied	
   the	
   Company	
   standards	
   and	
   requirement	
   for	
  
regularization	
  may	
  be	
  granted	
  regular	
  status	
  employment.	
  	
  	
  
The	
  performance	
  shall	
  be	
  evaluated	
  regularly	
  during	
  the	
  probationary	
  period.	
  The	
  Company	
  
may,	
  at	
  its	
  sole	
  discretion,	
  confirm	
  or	
  terminate	
  the	
  probationary	
  employment	
  based	
  on	
  the	
  
result	
  of	
  the	
  performance	
  evaluation,	
  which	
  also	
  encompasses	
  other	
  basis	
  as	
  justification.	
  	
  
Regular	
  Employment	
  
All	
   regular	
   employees	
   under	
   the	
   Operations	
   Department	
   will	
   be	
   evaluated	
   on	
   a	
   weekly	
   or	
  
monthly	
   basis	
   depending	
   on	
   the	
   campaign	
   assignment.	
   	
   This	
   evaluation	
   may	
   be	
   on	
   top	
   of	
  
the	
  Performance	
  Improvement	
  Plan	
  (PIP)	
  for	
  the	
  particular	
  campaign.	
  As	
  for	
  other	
  regular	
  
employees,	
  the	
  performance	
  appraisal	
  may	
  be	
  at	
  least	
  twice	
  a	
  year.	
  	
  
Semi-­‐Annual	
  Performance	
  Review.	
  
Every	
  six	
  (6)	
  months	
  after	
  an	
  employee’s	
  regularization,	
  there	
  will	
  be	
  a	
  Performance	
  Review.	
  
The	
  Company	
  may	
  at	
  its	
  discretion	
  grant	
  a	
  salary	
  increase	
  or	
  bonus	
  after	
  every	
  performance	
  
review	
   period.	
   In	
   the	
   exercise	
   of	
   this	
   prerogative,	
   the	
   Company	
   may	
   be	
   guided	
   by	
   the	
  
following	
  conditions:	
  
1) The	
  employee	
  completed	
  six	
  (6)	
  months	
  of	
  assessment;	
  
2) The	
  overall	
  average	
  score	
  is	
  between	
  80-­‐100;	
  
3) The	
   current	
   salary	
   is	
   within	
   the	
   salary	
   range	
   (companywide	
   and	
   campaign	
  
assignment)	
  	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

8	
  

If	
   the	
   above	
   conditions	
   are	
   satisfied,	
   the	
   Company	
   may	
   in	
   its	
   discretion,	
   grant	
   a	
   salary	
  
increase	
  or	
  a	
  bonus	
  equivalent	
  to	
  1%	
  to	
  5%	
  of	
  the	
  employee’s	
  monthly	
  salary.	
  	
  In	
  case	
  the	
  
current	
  salary	
  is	
  already	
  the	
  maximum	
  pay	
  for	
  the	
  campaign,	
  only	
  a	
  bonus	
  may	
  be	
  given.	
  
	
  
Performance	
  periods:	
  
Period	
  
January	
  to	
  June	
  
July	
  to	
  December	
  
	
  

Evaluation	
  and	
  processing	
  
July	
  
January	
  

Salary	
  Adjustment/Bonus	
  
August	
  10th	
  
February	
  10th	
  

Coverage:	
  
Applies	
  to	
  all	
  full-­‐time	
  regular	
  employees	
  excluding	
  project	
  based,	
  contractual,	
  part-­‐timers,	
  
consultants	
   or	
   fixed-­‐term/temporary	
   employees.	
   A	
   positive	
   review	
   does	
   not	
   guarantee	
  
salary	
  increases	
  or	
  bonus,	
  nor	
  does	
  it	
  imply	
  continued	
  employment.	
  	
  	
  

	
  
BENEFITS	
  
A. LEAVES	
  	
  
Sick	
  Leave	
  
Regular	
  employees	
  who	
  have	
  completed	
  six	
  (6)	
  months	
  shall	
  be	
  entitled	
  to	
  five	
  (5)	
  days	
  of	
  
sick	
  leave.	
  For	
  every	
  month	
  thereafter,	
  the	
  employee	
  will	
  earn	
  an	
  additional	
  0.84	
  days	
  per	
  
month	
  worked.	
  Probationary,	
  contractual	
  employees	
  may	
  be	
  allowed	
  to	
  take	
  sick	
  leave	
  days	
  
but	
   will	
   not	
   be	
   considered	
   as	
   paid	
   leave.	
   Even	
   if	
   the	
   employee	
   has	
   no	
   leave	
   credit	
   yet,	
   filing	
  
of	
  applicable	
  leave	
  is	
  mandatory	
  as	
  basis	
  of	
  excused	
  absence/s.	
  
Vacation	
  Leave	
  
Regular	
  employees	
  who	
  have	
  completed	
  six	
  (6)	
  months	
  shall	
  be	
  entitled	
  to	
  five	
  (5)	
  days	
  of	
  
vacation	
  leave.	
  For	
  every	
  month	
  thereafter,	
  the	
  employee	
  will	
  earn	
  an	
  additional	
  0.84	
  days	
  
per	
  month	
  worked.	
  Probationary,	
  contractual	
  employees	
  may	
  be	
  allowed	
  to	
  take	
  vacation	
  
days	
  but	
  will	
  not	
  be	
  considered	
  as	
  paid	
  leave.	
  Even	
  if	
  the	
  employee	
  has	
  no	
  leave	
  credit	
  yet,	
  
filing	
  of	
  applicable	
  leave	
  is	
  mandatory	
  as	
  basis	
  of	
  excused	
  absence/s.	
  
	
  
Maternity	
   Leave	
   –	
   This	
   is	
   given	
   to	
   all	
   pregnant	
   women,	
   married	
   or	
   unmarried.	
   This	
   leave	
  
may	
   last	
   for	
   sixty	
   (60)	
   calendar	
   days	
   for	
   normal	
   delivery,	
   miscarriage	
   or	
   spontaneous	
  
abortion,	
   or	
   seventy-­‐eight	
   (78)	
   calendar	
   days	
   for	
   caesarean	
   section	
   delivery.	
   This	
   can	
   be	
  
availed	
  for	
  the	
  first	
  four	
  (4)	
  deliveries.	
  	
  
Paternity	
   Leave	
   –	
   Seven	
   (7)	
   working	
   days	
   are	
   granted	
   to	
   all	
   married	
   male	
   employees	
   for	
  
each	
  of	
  the	
  first	
  four	
  children.	
  An	
  employee	
  may	
  avail	
  of	
  the	
  paternity	
  leave	
  when	
  his	
  lawful	
  
wife	
   with	
   whom	
   he	
   is	
   cohabiting	
   with	
   gives	
   birth	
   or	
   suffers	
   a	
   miscarriage.	
   The	
   employee	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

9	
  

must	
  apply	
  for	
  leave	
  within	
  reasonable	
  time	
  prior	
  to	
  the	
  delivery	
  and	
  avail	
  the	
  benefit	
  within	
  
60	
  days	
  from	
  date	
  of	
  birth	
  or	
  miscarriage.	
  This	
  leave	
  is	
  not	
  convertible	
  to	
  cash.	
  
Solo	
   Parent	
   Leave	
   –	
   Seven	
   (7)	
   working	
   days	
   entitlement	
   is	
   given	
   to	
   all	
   solo	
   parents	
   who	
  
have	
  rendered	
  at	
  least	
  one	
  (1)	
  year	
  of	
  service	
  and	
  who	
  are	
  recognized	
  solo	
  parents	
  by	
  the	
  
Department	
   of	
   Social	
   Welfare	
   and	
   Development	
   (DSWD).	
   This	
   leave	
   can	
   be	
   availed	
   every	
  
year	
  and	
  is	
  not	
  convertible	
  to	
  cash.	
  	
  
Special	
   Leave	
   Benefit	
   for	
   Women:	
   Two	
   (2)	
   months	
   with	
   pay	
   following	
   surgery	
   caused	
   by	
  
gynecological	
   disorders	
   such	
   as	
   but	
   not	
   limited	
   to	
   hysterectomy,	
   mastectomy	
   and	
  
ovariectomy,	
   provided	
   the	
   employee	
   must	
   have	
   rendered	
   six	
   (6)	
   months	
   continuous	
  
aggregate	
   service	
   for	
   the	
   past	
   12	
   months.	
   	
   The	
   employee	
   must	
   apply	
   for	
   leave	
   within	
  
reasonable	
  time	
  prior	
  to	
  the	
  surgery.	
  
Leave	
  of	
  Absence	
  for	
  Domestic	
  Violence–	
  Up	
  to	
  ten	
  (10)	
  days	
  paid	
  leave	
  for	
  an	
  employee	
  
who	
  is	
  a	
  victim	
  of	
  domestic	
  violence	
  against	
  women	
  and	
  their	
  children.	
  	
  
A	
   request	
   letter	
   and	
   an	
   appropriate	
   certification	
   i.e.	
   from	
   Punong	
   Barangay	
   or	
   Kagawad,	
  
Prosecutor	
   or	
   Clerk	
   of	
   Court	
   and	
   with	
   accompanying	
   medico-­‐legal	
   report.	
   This	
   would	
  
provide	
  information	
  that	
  there	
  is	
  a	
  pending	
  application	
  for	
  protective	
  order,	
  investigation,	
  
prosecution	
  and/or	
  trial	
  of	
  the	
  case.	
  
	
  
For	
  availment	
   of	
   leave	
   benefits,	
  refer	
  to	
   the	
  Procedures	
   for	
   leave	
   applications	
  HR	
  No.2013-­‐
5-­‐001.	
  
	
  
B. INCENTIVES	
  
Referral	
  Bonus	
  policy	
  
For	
   qualified	
   employees	
   who	
   help	
   identify	
   suitable	
   and	
   competent	
   talent	
   to	
   meet	
   the	
  
personnel	
   requirement	
   of	
   the	
   Company,	
   a	
   referral	
   reward	
   may	
   be	
   granted.	
   	
   Details	
   are	
  
provided	
  under	
  Memorandum	
  HR	
  No.	
  2013-­‐003.	
  
	
  
Attendance	
  premium	
  
Covers	
  employees	
  with	
  “Attendance	
  Premium”	
  provision	
  in	
  their	
  employment	
  contracts.	
  	
  To	
  
be	
   entitled	
   thereto,	
   an	
   employee	
   should	
   not	
   incur/avail	
   any	
   absence,	
   tardiness,	
   unpaid	
  
leave,	
   paid/unpaid	
   sick	
   leave	
   or	
   emergency	
   leave	
   in	
   a	
   month.	
   Details	
   are	
   provided	
   under	
  
Memorandum	
  HR	
  No.	
  2013-­‐004.	
  
	
  
C. HEALTH	
  CARE	
  	
  
The	
  Company	
  provides	
  healthcare	
  benefits	
  for	
  those	
  employees	
  who	
  have	
  rendered	
  at	
  least	
  
six	
  (6)	
  months	
  continuous	
  service.	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

10	
  

1.
2.
3.
4.

HMO	
  
Dental	
  Benefit	
  
Life	
  Insurance	
  
Annual	
  Physical	
  Examination	
  

	
  
A	
   qualified	
   employee	
   is	
   entitled	
   to	
   include	
   one	
   (1)	
   dependent	
   under	
   the	
   HMO,	
   subject	
   to	
  
the	
  following	
  conditions:	
  
Length	
  of	
  service	
  

Company	
  share	
  

Employee	
  share	
  

1	
  to	
  2	
  years	
  

50%	
  of	
  the	
  Annual	
  Premium	
  

50%	
  of	
  the	
  Annual	
  Premium	
  

3	
  to	
  4	
  years	
  

60%	
  of	
  the	
  Annual	
  Premium	
  

40%	
  of	
  the	
  Annual	
  Premium	
  

5	
  years	
  

80%	
  of	
  the	
  Annual	
  Premium	
  

20%	
  of	
  the	
  Annual	
  Premium	
  

	
  
D. OTHER	
  BENEFITS	
  
Employees	
   are	
   entitled	
   to	
   all	
   statutory	
   benefits	
   such	
   as	
   SSS,	
   Philhealth,	
   Pag-­‐Ibig	
   (HDMF),	
  
ECC,	
  Holiday	
  pay,	
  Overtime	
  pay	
  and	
  Night	
  Shift	
  Differential.	
  	
  
	
  

ORIENTATION	
  
All	
  new	
  employees	
  are	
  given	
  proper	
  orientation	
  before	
  allowed	
  to	
  start	
  working	
  to	
  ensure	
  
that	
   they	
   are	
   welcomed	
   properly	
   	
   and	
   oriented	
   on	
   the	
   set-­‐up,	
   policies	
   and	
   procedures,	
  
facilities	
  and	
  rules	
  in	
  the	
  Company.	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

11	
  

	
  

Employee	
  Code	
  of	
  Conduct	
  
POLICY	
  STATEMENT	
  	
  
To	
  attain	
  efficiency	
  and	
  order	
  in	
  the	
  performance	
  of	
  work,	
  the	
  Company	
  has	
  established	
  the	
  
Code	
  of	
  Conduct.	
  	
  This	
  Code	
  however	
  should	
  not	
  be	
  considered	
  as	
  all	
  inclusive	
  of	
  all	
  possible	
  
violations.	
  	
  Any	
  act	
  or	
  behavior,	
  although	
  not	
  expressly	
  mentioned	
  under	
  the	
  Code,	
  that	
  is	
  
deemed	
   detrimental	
   to	
   the	
   Company	
   shall	
   nevertheless	
   be	
   dealt	
   with	
   accordingly.	
  	
  
Moreover,	
   other	
   rules	
   and	
   regulations	
   may	
   subsequently	
   be	
   issued	
   as	
   may	
   be	
   deemed	
  
necessary	
  and	
  appropriate.	
  
	
  

SCOPE	
  	
  

	
  
This	
  Code	
  of	
  Conduct	
  shall	
  apply	
  to	
  ALL	
  employees	
  and	
  supersedes	
  the	
  previous	
  COC.1	
  The	
  
Company	
  reserves	
  the	
  right	
  to	
  impose	
  a	
  heavier	
  penalty	
  than	
  that	
  specifically	
  prescribed	
  if	
  
the	
  circumstances	
  so	
  warrant.	
  
	
  

TYPES	
  OF	
  PENALTIES	
  
	
  
1.	
   Verbal	
   Warning.	
   A	
   warning	
   done	
   verbally	
   by	
   the	
   Immediate	
   Head/Supervisor	
   to	
   the	
  
offending	
   employee	
   who	
   committed	
   minor	
   faults.	
   	
   This	
   warning,	
   although	
   verbal,	
   shall	
   be	
  
documented	
  and	
  acknowledged	
  by	
  the	
  sanctioned	
  employee.	
  
	
  
2.	
   Written	
   Warning.	
   This	
   is	
   a	
   written	
   notice	
   following	
   an	
   employee’s	
   failure	
   to	
   correct	
   an	
  
earlier	
  problem	
  or	
  a	
  repeated	
  violation	
  of	
  an	
  offense.	
  	
  A	
  written	
  warning	
  may	
  be	
  issued	
  if	
  
the	
  offense	
  is	
  serious	
  enough	
  to	
  warrant	
  it	
  even	
  without	
  a	
  prior	
  verbal	
  warning.	
  	
  
	
  
3.	
  Final	
  Written	
  Warning.	
  This	
  is	
  a	
  written	
  notice	
  given	
  with	
  a	
  stern	
  warning	
  that	
  a	
  repeated	
  
violation	
   shall	
   merit	
   termination.	
   A	
   final	
   written	
   warning	
   may	
   be	
   issued	
   if	
   the	
   offense	
   is	
  
serious	
   and	
   grave	
   to	
   warrant	
   the	
   same	
   even	
   without	
   a	
   prior	
   verbal	
   warning	
   or	
   written	
  
warning.	
  	
  
	
  
4.	
  Termination.	
  This	
  results	
  in	
  the	
  cessation	
  of	
  the	
  employer-­‐employee	
  relationship	
  at	
  the	
  
instance	
  of	
  the	
  Company	
  based	
  on	
  legal	
  causes.	
  
	
  
At	
   the	
   discretion	
   of	
   the	
   Company,	
   the	
   penalty	
   of	
   ULTIMATUM	
   (or	
   any	
   other	
   less	
   severe	
  
penalty	
  such	
  as	
  suspension	
  or	
  demotion)	
  may	
  be	
  imposed	
  in	
  lieu	
  of	
  termination	
  depending	
  
on	
   the	
   circumstances	
   of	
   the	
   case.	
   	
   Effectively,	
   the	
   imposition	
   of	
   an	
  ULTIMATUM	
   affords	
   the	
  
employee	
  another	
  chance	
  to	
  continue	
  working	
  for	
  the	
  Company.	
  	
  
	
  
	
  
	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
   	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  
1

	
  Previously	
  committed	
  infractions	
  are	
  carried	
  over	
  and	
  shall	
  correspond	
  to	
  similar	
  or	
  applicable	
  offenses	
  listed	
  
in	
  this	
  revised	
  COC.	
  	
  This	
  Manual	
  covers	
  the	
  general	
  conduct	
  of	
  all	
  engaged	
  personnel	
  of	
  the	
  Company.	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

12	
  

	
  
	
  

STEPS	
  IN	
  HANDLING	
  ADMINISTRATIVE	
  CASES	
  
	
  
Step	
  1:	
  Complaint/Incident	
  Report	
  
	
  
1.1 The	
  complaint/incident	
  report	
  (IR)	
  must	
  be	
  written	
  in	
  a	
  clear,	
  concise	
  and	
  simple	
  
language	
  stating	
  the	
  material	
  facts	
  subject	
  of	
  the	
  complaint/IR,	
  and	
  if	
  applicable,	
  
the	
   relevant	
   documents.	
   	
   The	
   IR	
   must	
   answer	
   the	
   5	
   W’s	
   (Who,	
   What,	
   Where,	
  
When	
  and	
  Why)	
  and	
  1	
  H	
  (How).	
  	
  	
  
1.2 The	
   complaint/IR	
   must	
   be	
   submitted	
   to	
   HR	
   immediately	
   from	
   happening	
   or	
  
discovery	
  of	
  the	
  reported	
  violation/s.	
  
1.3 HR,	
  on	
  its	
  own,	
  may	
  proceed	
  with	
  the	
  Notification	
  process	
  upon	
  discovery	
  of	
  an	
  
apparent	
  violation.	
  
	
  
Step	
  2:	
  Notification	
  
	
  
1.1 HR	
  shall	
  study	
  the	
  completeness	
  of	
  the	
  complaint/IR.	
  	
  If	
  sufficient	
  in	
  form,	
  the	
  HR	
  
shall	
   proceed	
   to	
   issue	
   a	
   corresponding	
   Notice	
   to	
   the	
   concerned	
   employee	
   who	
  
shall	
  be	
  given	
  five	
  (5)	
  days	
  to	
  submit	
  a	
  written	
  explanation.	
  	
  
1.2 An	
  employee	
  who	
  fails	
  to	
  submit	
  a	
  written	
  explanation	
  without	
  justifiable	
  cause	
  
shall	
  be	
  deemed	
  to	
  have	
  waived	
  his	
  right	
  to	
  be	
  heard.	
  	
  
1.3 If	
   necessary,	
   after	
   submission	
   of	
   the	
   written	
   explanation,	
   an	
   Administrative	
  
Hearing	
  shall	
  be	
  conducted.	
  	
  
1.4 Pending	
   the	
   investigation,	
   the	
   employee	
   may	
   be	
   placed	
   under	
   preventive	
  
suspension	
   without	
   pay	
   for	
   a	
   period	
   not	
   exceeding	
   thirty	
   (30)	
   days	
   if	
   his	
  
continued	
   employment	
   poses	
   a	
   serious	
   and	
   imminent	
   threat	
   to	
   the	
   life	
   or	
  
property	
  of	
  the	
  Company	
  or	
  the	
  employee’s	
  co-­‐workers.	
  
	
  
Step	
  3:	
  Resolution	
  
	
  
1.1 After	
  the	
  investigation,	
  the	
  case	
  shall	
  be	
  resolved.	
  	
  If	
  the	
  employee	
  is	
  cleared	
  of	
  
the	
  charges	
  subject	
  of	
  the	
  complaint/IR,	
  a	
  corresponding	
  Notice	
  shall	
  be	
  issued.	
  	
  
On	
   the	
   other	
   hand,	
   if	
   the	
   employee	
   is	
   found	
   guilty,	
   HR	
   shall	
   impose	
   a	
  	
  
corresponding	
  penalty.	
  	
  	
  
1.2 In	
   the	
   imposition	
   of	
   the	
   penalty,	
   HR	
   shall	
   first	
   determine	
   if	
   the	
   employee	
   has	
  
previous	
  violations	
  on	
  record.	
  	
  
1.3 Should	
  the	
  employee	
  refuse	
  to	
  sign	
  the	
  Notice,	
  he	
  will	
  still	
  be	
  given	
  a	
  copy	
  of	
  the	
  
resolution	
  in	
  the	
  presence	
  of	
  two	
  witnesses	
  and	
  HR	
  shall	
  note	
  on	
  the	
  copy	
  that	
  
the	
   employee	
   “refused	
   to	
   sign”	
   and	
   have	
   the	
   witnesses	
   write	
   their	
   name,	
  
signature	
  and	
  date	
  therein.	
  	
  

	
  
	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

13	
  

CATEGORY	
  OF	
  PENALTIES	
  and	
  CLEANSING	
  PERIOD	
  
	
  
Level	
  1-­‐	
  Minor	
  violations	
  where	
  the	
  1st	
  infraction	
  warrants	
  a	
  penalty	
  of	
  Verbal	
  Warning.	
  
Level	
   2-­‐	
   Serious	
   violations	
   where	
   the	
   1st	
   infraction	
   warrants	
   a	
   penalty	
   of	
   Written	
   or	
   Final	
  
Warning.	
  
Level	
  3-­‐	
  Severe	
  violations	
  where	
  the	
  1st	
  infraction	
  warrants	
  a	
  penalty	
  of	
  Termination.	
  
	
  
Cleansing	
   Period-­‐	
   Cleansing	
   period	
   begins	
   on	
   the	
   day	
   after	
   the	
   penalty	
   is	
   served.	
   	
   If	
   the	
  
employee	
  did	
  not	
  commit	
  the	
  same	
  offense	
  for	
  three	
  (3)	
  consecutive	
  months	
  following	
  the	
  
imposition	
  of	
  the	
  penalty,	
  sanction	
  for	
  the	
  next	
  offense	
  will	
  be	
  lowered	
  from	
  the	
  previous	
  
level.	
  	
  

INFRACTIONS	
  	
  
RULE	
  I	
  
1st	
  offense	
  
2nd	
  offense	
  
Sec.	
   1-­‐	
   Inflicting	
   or	
   attempting	
   to	
   Termination	
   	
  
inflict	
   physical	
   injury	
   upon	
   a	
   co-­‐
employee	
  or	
  any	
  person,	
  visitor,	
  client	
  
within	
   Company	
   premises,	
   except	
   in	
  
self-­‐defense.	
  
Sec.	
   2-­‐	
   Provoking,	
   instigating,	
   Termination	
   	
  
conspiring	
  or	
  engaging	
  in	
  a	
  fight	
  or	
  any	
  
kind	
   of	
   confrontation	
   within	
   company	
  
premises,	
   or	
   in	
   connection	
   with	
   work	
  
and/or	
   during	
   work	
   related	
   activities	
  
outside	
  company	
  premises.	
  
Sec.	
   3-­‐	
   Threatening,	
   coercing,	
   Termination	
   	
  
intimidating	
  or	
  the	
  commission	
  of	
  any	
  
criminal	
   offense	
   (ex.	
   estafa,	
   extortion	
  
etc.)	
   against	
   a	
   Company	
   officer,	
  
employee	
   or	
   client,	
   or	
   while	
   inside	
  
Company	
  premises.	
  
Sec.	
   4-­‐	
   Any	
   act	
   of	
   harassment	
   or	
   Termination	
   	
  
retaliation,	
  
including	
  
sexual	
  
harassment,	
   which	
   shall	
   apply	
   to	
   all	
  
employees	
   regardless	
   of	
   one’s	
  
rank/position.	
  	
  
Sec.	
   5-­‐	
   Use	
   of	
   profane,	
   derogatory	
   or	
   Written	
  
Final	
  
improper	
   language	
   within	
   Company	
   Warning	
  
Warning	
  
premises.	
  	
  	
  
If	
   directed	
   to	
   a	
   person,	
   penalty	
   shall	
  
be	
  termination.	
  
Sec.	
   6-­‐	
   Any	
   grave	
   insult	
   or	
   any	
   Termination	
   	
  
malicious	
   imputation	
   of	
   a	
   crime,	
   vice	
  
or	
  defect,	
  or	
  any	
  act	
  tending	
  to	
  cause	
  
dishonor	
   or	
   contempt	
   against	
  
Company	
   officers,	
   employees	
   and	
  
clients.	
  	
  	
  

OFFENSE	
  AGAINST	
  PERSONS	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

3rd	
  offense	
  
	
  

4th	
  offense	
  
	
  

	
  

	
  

	
  

	
  

	
  

	
  

Termination	
  

	
  

	
  

	
  

14	
  

	
  
	
  
RULE	
  II	
  
1st	
  offense	
  
2nd	
  offense	
  
Sec.	
  
1-­‐	
  
Stealing,	
  
pilfering,	
   Termination	
   	
  
misappropriating,	
  
altering,	
  
or	
  
concealing	
   Company	
   property	
   or	
   any	
  
property	
   found	
   within	
   Company	
  
premises.	
  	
  
Unauthorized	
   possession,	
   transfer,	
  
substitution	
   or	
   removal	
   of	
   Company	
  
property.	
  
Sec.	
  2-­‐	
  Destroying,	
  damaging,	
  losing	
  or	
   Termination	
   	
  
defacing	
  Company	
  property	
  or	
  record.	
  
Negligence	
   resulting	
   in	
   loss	
   or	
   damage	
  
to	
  property.	
  
Sec.	
   3-­‐	
   Use	
   of	
   Company	
   property	
   for	
   Written	
  
Final	
  
personal	
   enjoyment	
   or	
   for	
   non-­‐work	
   Warning	
  
Warning	
  
related	
   matters	
   (ex.	
   Surfing	
   the	
  
internet,	
   watching	
   videos,	
   playing	
  
games,	
  etc.)	
  
Inappropriate	
   use	
   of	
   Company	
  
property.	
  	
  
Sec.	
   4-­‐	
   Unauthorized	
   access	
   to	
   Termination	
   	
  
restricted	
  data	
  or	
  documents.	
  	
  
Sec.	
   5-­‐	
   Fraudulent	
   transactions	
   Termination	
   	
  
involving	
  Company	
  property	
  (ex.	
  fraud	
  
in	
   obtaining	
   or	
   releasing	
   of	
   supplies,	
  
etc.)	
  
Sec.	
   6-­‐	
   Any	
   violation	
   of	
   the	
   IT	
   Policy	
   or	
  	
   Written	
  
Final	
  
act	
   which	
   compromise	
   the	
   integrity,	
   Warning	
  
Warning	
  
security	
   or	
   adversely	
   affect	
   efficiency	
  
of	
  the	
  network,	
  drive	
  or	
  any	
  IT	
  asset	
  of	
  
the	
  Company	
  or	
  client.	
  	
  	
  
Sec.	
   7-­‐	
   Any	
   violation	
   of	
   the	
   IT	
   Policy	
   or	
   Termination	
   	
  
act	
   that	
   may	
   compromise	
   the	
  
integrity,	
   security,	
   operation	
   or	
  
efficiency	
  of	
  the	
  network,	
  drive	
  or	
  any	
  
IT	
  asset	
  of	
  the	
  Company	
  or	
  client.	
  (ex.	
  
computer	
  
security	
  
breach,	
  
preventing/disrupting	
  
access	
  
or	
  
normal	
   operations,	
   	
   accessing	
  
someone	
   else’s	
   account,	
   computer	
   or	
  
password,	
   hacking,	
   copying/installing	
  
of	
   programs,	
   introduction	
   of	
   viruses,	
  
downloading/sending	
  
files/emails,	
  
etc.)	
  
	
  

OFFENSE	
  AGAINST	
  PROPERTY	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

3rd	
  offense	
  
	
  

4th	
  offense	
  
	
  

	
  

	
  

Termination	
   	
  

	
  

	
  

	
  

	
  

Termination	
   	
  

	
  

	
  

15	
  

	
  

RULE	
  III	
  
OFFENSE	
   AGAINST	
  
INTEREST	
  

st
COMPANY	
   1 	
  offense	
  

Sec.	
   1-­‐	
   Abandonment	
   and	
   or	
   leaving	
  
work	
  station	
  or	
  workplace	
  during	
  duty	
  
without	
   permission	
   from	
   immediate	
  
supervisor.	
  
Sec.	
   2-­‐	
   Unauthorized	
   activity	
   inside	
  
Company	
   premises	
   (ex.	
   selling,	
  
offering	
   goods	
   or	
   services,	
   loitering	
  
around	
  work	
  stations,	
  staying	
  at	
  work	
  
station,	
  etc.)	
  
Any	
   illegal	
   activity	
   shall	
   merit	
  
termination.	
  
Sec.	
   3-­‐	
   Deliberate	
   slow-­‐down	
   or	
  
restriction	
   of	
   services	
   or	
   production;	
  
inducing	
   co-­‐employees	
   to	
   do	
   the	
  
same.	
  
Sec.	
   4-­‐	
   Breach	
   of	
   Non-­‐Disclosure	
  
Agreement	
   or	
   any	
   unauthorized	
  
disclosure	
   of	
   confidential/non-­‐public	
  
Company	
  information,	
  such	
  as	
  but	
  not	
  
limited	
   to,	
   trade	
   secrets,	
   sensitive	
  
data,	
   contracts,	
   pay-­‐slips	
   or	
   financial	
  
information	
  etc.	
  	
  	
  
Any	
   material	
   breach	
   of	
   an	
   obligation	
  
or	
   undertaking	
   under	
   contract	
   or	
  
Manual.	
  
Sec.	
   5-­‐	
   Falsifying	
   or	
   tampering	
   with	
  
Company	
   records,	
   files	
   or	
   property.	
  	
  
Providing	
  
fabricated,	
  
falsified,	
  
tampered,	
   misleading	
   information,	
  
documents	
   or	
   testimony	
   to	
   the	
  
Company.	
  
Sec.	
   6-­‐	
   Any	
   dishonest,	
   deceitful	
   or	
  
fraudulent	
   act	
   or	
   any	
   similar	
   act,	
  
attempt	
  or	
  omission	
  prejudicial	
  to	
  the	
  
Company,	
   its	
   officers,	
   employees	
   or	
  
clients.	
   (ex.	
   Covering	
   up	
   substandard	
  
work,	
  etc.)	
  
Sec.	
   7-­‐	
   Conflict	
   of	
   Interest	
   in	
   any	
  
Company	
   transaction	
   or	
   work	
   (ex.	
  
favoring	
   suppliers	
   for	
   personal	
   gains,	
  
receiving	
  consideration	
  to	
  perform	
  job,	
  
etc.)	
  
Sec.	
   8-­‐	
   Any	
   act	
   showing	
   disrespect	
   or	
  
unprofessionalism	
   to	
   customers	
   or	
  
clients	
   (ex.	
   abrupt	
   closing	
   of	
   call,	
   use	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

2nd	
  offense	
  

3rd	
  offense	
  

Written	
  
Warning	
  

Final	
  
Warning	
  

Termination	
   	
  

Verbal	
  
Warning	
  

Written	
  
Warning	
  

Final	
  
Warning	
  

Termination	
  

Termination	
   	
  

	
  

	
  

Termination	
   	
  

	
  

	
  

Termination	
   	
  

	
  

	
  

Termination	
   	
  

	
  

	
  

Termination	
   	
  

	
  

Final	
  
Warning	
  

Termination	
   	
  

	
  

4th	
  offense	
  

	
  

16	
  

of	
   profane	
   language,	
   holding	
   of	
   line,	
  
etc.)	
  
Sec.	
   9-­‐	
   Any	
   act	
   prejudicial	
   to	
   the	
  
Company’s	
   business;	
   tending	
   to	
  
destroy	
   or	
   lower	
   the	
   reputation	
   or	
   the	
  
good	
   name	
   of	
   the	
   Company	
   or	
   its	
  
officers.	
  
Sec.	
   10-­‐	
   Any	
   act	
   which	
   is	
   improper	
   or	
  
contrary	
   to	
   Company	
   values,	
   includes	
  
inaction	
   or	
   failure	
   to	
   act/report	
  
relevant	
   matters	
   (ex.	
   accidents,	
  
untoward	
   incidents,	
   etc.)	
   to	
   the	
  
Management.	
  
Sec.	
   11-­‐	
   Breach	
   by	
   the	
   employee	
   of	
  
the	
   trust	
   reposed	
   in	
   him	
   by	
  
Management.	
  	
  
Sec.	
   12-­‐	
   Serious	
   Misconduct.	
  
Transgression	
  of	
  an	
  established	
  rule,	
  a	
  
forbidden	
   act,	
   a	
   dereliction	
   of	
   duty,	
  
willful	
  in	
  character.	
  
Sec.	
   13-­‐	
   Working	
   for	
   another	
  
(Moonlighting)	
   without	
   Company	
  
approval.	
  	
  
Sec.	
   14-­‐	
   Extracting	
   Company	
  
information	
   from	
   employees	
   and	
  
superiors	
  for	
  personal	
  gain.	
  

Termination	
   	
  

	
  

Written	
  
Warning	
  

Termination	
   	
  

Final	
  
Warning	
  

	
  

Termination	
   	
  

	
  

	
  

Termination	
   	
  

	
  

	
  

Termination	
   	
  

	
  

	
  

Termination	
   	
  

	
  

	
  

4th	
  offense	
  

	
  
	
  
RULE	
  IV	
  
st
OFFENSE	
  
AGAINST	
  
WORK	
   1 	
  offense	
  
QUALITY	
  AND	
  STANDARDS	
  	
  

2nd	
  offense	
  

3rd	
  offense	
  

Sec.	
   1-­‐	
   Simple	
   negligence-­‐	
   failure	
  
without	
   justifiable	
   cause	
   to	
   comply	
  
with	
   work	
   quality,	
   standards	
   or	
   duty,	
  
or	
  inefficiency/negligence	
  in	
  general.	
  
Sec.	
   2-­‐	
   Gross	
   Negligence	
   or	
  
Inefficiency-­‐	
   gross	
   failure,	
   negligence	
  
or	
   inefficiency	
   to	
   comply	
   with	
   work	
  
quality,	
   standards	
   or	
   duty	
   having	
  
adverse	
   effect	
   on	
   the	
   operations	
   or	
  
the	
  business.	
  
Sec.	
  3-­‐	
  Willful	
  or	
  repeated	
  violation	
  of	
  
work/campaign	
  
regulation,	
  
instruction,	
   rule	
   or	
   policy	
   whether	
  
verbal	
   or	
   written	
   (ex.	
   failure	
   to	
   rebut	
  
client,	
  etc.)	
  
Sec.	
   4-­‐	
   Failing	
   the	
   Performance	
  
Improvement	
  Plan	
  (PIP)	
  Program.	
  

Final	
  
Warning	
  

Termination	
   	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

Written	
  
Warning	
  

Termination	
   	
  

	
  

	
  

Termination	
   	
  

	
  

	
  

Termination	
   	
  

	
  

	
  

17	
  

(program	
  structure	
  may	
  depend	
  on	
  the	
  
particular	
  campaign)	
  
Sec.	
  5-­‐	
  Sleeping	
  while	
  on	
  duty	
  	
  
Termination	
   	
  
	
  
	
  
Sec.	
   6-­‐	
   Feigning	
   illness	
   to	
   excuse	
   one’s	
   Final	
  
Termination	
   	
  
	
  
self	
  to	
  work.	
  
Warning	
  
Sec.	
  7-­‐	
  Tardiness	
  
Verbal	
  
Written	
  
Final	
  
Termination	
  
Reporting	
   to	
   work	
   at	
   any	
   time	
   after	
   Warning	
  
Warning	
  
Warning	
  
the	
  assigned	
  work	
  schedule.	
  	
  
Sec.	
   8-­‐	
   Failure	
   to	
   report	
   for	
   work	
   Written	
  
	
  Final	
  
Termination	
   	
  
related	
  activity	
  (ex.	
  rehashing	
  session,	
   Warning	
  
Warning	
  
Promo	
  briefing)	
  without	
  authorization.	
  
Excused	
   Absence-­‐	
   	
   one	
   that	
   is	
   properly	
   called-­‐in	
   and	
   with	
   valid	
   excuse	
   and/or	
   supporting	
  
documents	
  
Sec.	
  9-­‐	
  Unexcused	
  Absence	
  
	
  Final	
  
Termination	
   	
  
	
  
The	
  employee	
  failed	
  to	
  properly	
  notify	
   Warning	
  
the	
   Management	
   of	
   his/her	
   absence	
  
two	
   (2)	
   hours	
   prior	
   to	
   assigned	
   work	
  
schedule	
   or	
   the	
   reason	
   for	
   absence	
   is	
  
not	
  acceptable	
  and	
  is	
  not	
  supported	
  by	
  
any	
  document	
  as	
  proof.	
  	
  
	
  
Sec.10-­‐	
   Unauthorized	
   change	
   in	
   work	
   	
  Final	
  
Termination	
   	
  
	
  
schedule.	
  
Warning	
  
Sec.	
  11-­‐	
  Consistent	
  Absenteeism	
  
Final	
  
Termination	
   	
  
	
  
	
  At	
   least	
   two	
   (2)	
   incidents	
   per	
   month	
   Warning	
  
for	
  two	
  consecutive	
  months	
  of	
  absence	
  
whether	
   excused	
   or	
   not,	
   except	
   for	
  
approved	
  vacation	
  leave.	
  
Sec.	
   12-­‐	
   Absence	
   without	
   official	
   Termination	
   	
  
	
  
	
  
leave	
  (AWOL)	
  
Failure	
   to	
   report	
   to	
   work	
   without	
   an	
  
approved	
   leave	
   of	
   absence	
   and	
   not	
  
notifying	
   the	
   Company	
   of	
   the	
  
reason/cause	
   of	
   absences	
   of	
   two	
   or	
  
more	
  consecutive	
  days.	
  	
  
Sec.	
   13-­‐	
   Failure	
   to	
   return	
   to	
   work	
   Termination	
   	
  
	
  
	
  
upon	
  the	
  expiration	
  of	
  the	
  authorized	
  
vacation	
   leave	
   or	
   leave	
   of	
   absence	
   or	
  
break	
   without	
   proper	
   advice	
   to	
  
Management	
   (except	
   for	
   emergency	
  
reasons)	
  
Sec.	
   14-­‐	
   Absence	
   on	
   a	
   payday,	
   on	
   a	
   Final	
  
Termination	
   	
  
	
  
working	
  holiday,	
  or	
  on	
  the	
  day	
  before	
   Warning	
  
or	
   after	
   rest	
   day	
   or	
   after	
   a	
   scheduled	
  
leave.	
  	
  
Sec.	
   15-­‐	
   Failure	
   to	
   render	
   overtime	
   Termination	
   	
  
	
  
	
  
work,	
   without	
   valid	
   reason,	
   after	
  
proper	
  notice.	
  
Sec.	
   16-­‐	
   Failure/late	
   log	
   in	
   or	
   out	
   (or	
   Verbal	
  
Written	
  
Final	
  
Termination	
  
break	
  in	
  or	
  out),	
  or	
  failure	
  to	
  use	
  right	
   Warning	
  
Warning	
  
Warning	
  
button	
  time	
  recording	
  system,	
  or	
  the	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

18	
  

improper	
  taking	
  thereof.	
  
	
  
	
  
Failure	
  of	
  the	
  Team	
  Leader/OIC	
  to	
  plot	
  
the	
  correct	
  schedule	
  in	
  HRIS.	
  
Sec.	
  17-­‐	
  Any	
  act	
  on	
  the	
  floor	
  that	
  may	
   Final	
  
jeopardize,	
   interfere,	
   disrupt	
   or	
   have	
   Warning	
  
detrimental	
   effect	
   on	
   the	
   service	
   or	
  
work.	
   (ex.	
   Use	
   of	
   mobile	
   phone	
   while	
  
on	
   duty,	
   use	
   of	
   non-­‐related	
   language,	
  
etc.)	
  
	
  

Termination	
   	
  

	
  

2nd	
  offense	
  

3rd	
  offense	
  

4th	
  offense	
  

Termination	
   	
  

	
  

	
  

Termination	
   	
  

	
  

	
  

Refer	
  
to	
   	
  
	
  
Annex	
  “B”	
  
Final	
  
Termination	
   	
  
Warning	
  

	
  

Termination	
  	
   	
  

	
  

	
  

Written	
  
Warning	
  
Verbal	
  

Termination	
   	
  

	
  

RULE	
  V	
  
st
OFFENSE	
  
AGAINST	
  
SAFETY,	
   1 	
  offense	
  
HEALTH,	
  DECENCY	
  AND	
  ORDER	
  

Sec.	
   1-­‐	
   Unauthorized	
   possession	
   of	
  
firearms,	
   explosives	
   or	
   other	
  
deadly/hazardous/banned	
  
objects	
  
within	
  Company	
  premises.	
  	
  
Sec.	
  2-­‐	
  The	
  use,	
  being	
  under	
  influence	
  
of,	
   possession,	
   delivery	
   or	
   sale	
   of	
  
illegal/restricted	
  
drugs/drug	
  
paraphernalia	
  
within	
  
Company	
  
premises.	
   	
   The	
   use,	
   possession	
   or	
  
being	
   under	
   the	
   influence	
   of	
   alcohol	
  
within	
   Company	
   premises,	
   except	
  
during	
  Company	
  events.	
  	
  
Sec.	
   3-­‐	
   Violation	
   of	
   the	
   Drug-­‐Free	
  
Workplace	
  Policy.	
  
Sec.	
   4-­‐	
   Displaying	
   unruly,	
   disorderly,	
  
indecent,	
   lewd,	
   inappropriate	
   or	
  
immoral	
   conduct/behavior	
   within	
  
Company	
   premises	
   or	
   during	
  
Company	
   events.	
   /	
   using	
   profane	
  
language	
  or	
  indecent	
  language.	
  	
  
Sec.	
   5-­‐	
   Violation	
   of	
   Security	
   or	
   Safety	
  
rules	
   and	
   regulations.	
   	
   Any	
   act	
   that	
  
compromises	
   the	
   safety,	
   health,	
  
sanitation	
  or	
  security	
  of	
  employees	
  or	
  
anyone	
  in	
  the	
  Company	
  premises.	
  (ex.	
  
Reporting	
   for	
   work	
   with	
   contagious	
  
disease,	
   forcing	
   entry	
   to	
   Company	
  
premises,	
   ignore	
   doctor’s	
   or	
   nurse’s	
  
advice,	
   cause	
   injury	
   to	
   employees,	
  
etc.)	
  
Sec.	
   6-­‐	
   Unauthorized	
   access	
   to	
  
restricted	
  areas.	
  
Sec.	
   7-­‐	
   Wearing	
   inappropriate	
   attire	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

Final	
  
Warning	
  
Written	
  

Final	
  

	
  

Termination	
  
19	
  

(ex.	
   Shorts,	
   tank	
   tops,	
   slippers,	
   Warning	
  
revealing	
   clothes),	
   failure	
   or	
   improper	
  
wearing	
   of	
   issued	
   ID;	
   eating	
   food	
   or	
  
drinking	
   beverages	
   at	
   work	
   station	
  
and	
  other	
  operations	
  area.	
  
	
  

Warning	
  

Warning	
  

2nd	
  offense	
  

3rd	
  
offense	
  

4th	
  offense	
  

Termination	
   	
  

	
  

	
  

Termination	
   	
  

	
  

	
  

Termination	
   	
  

	
  

	
  

Termination	
   	
  

	
  

	
  

Verbal	
  
Warning	
  

Written	
  
Warning	
  

Final	
  
Warning	
  

Termination	
  

2nd	
  offense	
  

3rd	
  offense	
  

4th	
  offense	
  

Termination	
   	
  

	
  

	
  

Verbal	
  
Warning	
  

Written	
  
Warning	
  

Final	
  
Warning	
  

Termination	
  

Final	
  
Warning	
  

1	
  
day	
   2	
  
days	
   3	
  
days	
  
suspension	
   suspension	
   suspension	
  

RULE	
  VI	
  
st
OFFENSE	
   AGAINST	
   OFFICERS	
   OR	
   1 	
  offense	
  
LAWFUL	
  ORDERS	
  

Sec.	
   1-­‐	
   Any	
   act	
   of	
   utter	
   disrespect	
   to	
  
Company	
  officers	
  or	
  superiors.	
  	
  
Sec.	
   2-­‐	
   Willful	
   disobedience,	
  
insubordination	
   or	
   blatant	
   disregard	
  
to	
   Company	
   directives,	
   rules	
   and	
  
regulations,	
  or	
  to	
  the	
  lawful	
  orders	
  of	
  
the	
  Company	
  or	
  any	
  of	
  its	
  officers	
  and	
  
superiors.	
  
Sec.	
   3-­‐	
   Commission	
   of	
   an	
   offense	
  
against	
   Company	
   officers	
   or	
   any	
   of	
  
their	
   immediate	
   family	
   members	
   or	
  
duly	
  authorized	
  representative.	
  
Sec.	
   4-­‐	
   Failure	
   to	
   adhere	
   to	
   the	
   PPE	
  
requirements	
  after	
  3	
  notices.	
  
Sec.	
   5-­‐	
   Violation	
   of	
   other	
   Company	
  
directives	
   memoranda	
   or	
   policies	
   not	
  
covered	
  
by	
  
specific	
  
penalty	
  
graduation.	
  

	
  
RULE	
  VII	
  
OFFENSE	
   FOR	
  
SUPERVISE	
  

FAILURE	
  

st
TO	
   1 	
  offense	
  

Sec.	
  
1-­‐	
  
Failure	
  
of	
  
the	
  
Supervisor/Leader/Immediate	
   Head	
   to	
  
report	
  any	
  violation	
  of	
  Company	
  rules	
  
and	
   policies	
   to	
   protect	
   the	
   erring	
  
personnel.	
  
Sec.	
   2-­‐	
   Failure	
   of	
   Team	
   Leader	
   to	
  
immediately	
  report	
  to	
  HR	
  instances	
  of	
  
tardiness	
  and	
  absences	
  of	
  his	
  agents.	
  	
  
Sec.	
  3-­‐	
  	
  HRIS	
  Schedule	
  Plotting	
  
Failure	
  to	
  plot	
  the	
  team	
  schedule	
  one	
  
(1)	
   week	
   prior	
   to	
   the	
   next	
   month	
   or	
  
two	
   (2)	
   days	
   before	
   the	
   next	
   weekly	
  
schedule.	
  
	
  
	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

20	
  

	
  
	
  
	
  
Effective	
  March	
  2015	
  at	
  the	
  discretion	
  of	
  the	
  Company,	
  the	
  cleansing	
  period	
  rule	
  may	
  apply	
  to	
  the	
  
following	
  offenses,	
  except	
  when	
  Ultimatum	
  has	
  already	
  been	
  imposed:	
  
Rule	
  
II	
  
III	
  
IV	
  
V	
  

Section	
  
3	
  
2	
  
7,	
  9	
  and	
  15	
  
7	
  

Offense	
  
Use	
  of	
  Company	
  property	
  for	
  non-­‐work	
  related	
  matters	
  
Unauthorized	
  activity	
  
Tardiness;	
  Unexcused	
  absence;	
  Time	
  recording/biometrics	
  system	
  
Inappropriate	
  attire/ID	
  	
  

	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  

	
  
	
  
	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

21	
  

	
  
	
  
	
  
Receipt	
  and	
  Acknowledgment	
  of	
  OAMPI	
  Manual	
  
	
  
I,	
   the	
   undersigned,	
   acknowledge	
   receipt	
   of	
   the	
   Manual	
   with	
   Code	
   of	
   Conduct	
   (revised	
  
edition:	
   February	
   2015)	
   of	
   OAMPI	
   Inc.	
   I	
   undertake	
   to	
   comply	
   with	
   my	
   obligations	
   stated	
  
therein.	
   I	
   understand	
   that	
   the	
   policies	
   including	
   the	
   offenses	
   and	
   corresponding	
   sanctions	
  
described	
  in	
  it	
  are	
  subject	
  to	
  change	
  and	
  may	
  be	
  done	
  so	
  by	
  the	
  Company	
  at	
  any	
  time	
  for	
  
reasons	
  it	
  deems	
  fit.	
  	
  
I	
   further	
   understand	
   that	
   my	
   continued	
   employment	
   with	
   OAMPI	
   INC.	
   is	
   governed	
   by	
   the	
  
following	
  agreement:	
  	
  
1. That	
   it	
   is	
   my	
   responsibility	
   to	
   access	
   it	
   via	
   HRIS	
   (Human	
   Resource	
   Information	
   System)	
  
with	
  the	
  following	
  link	
  and	
  log-­‐in	
  details:	
  
	
  
USERNAME	
  :	
  ___________________	
  
PASSWORD:	
  ___________________	
  
LINKS:	
  	
  
o http://hris.oampi.com/accessone/login	
  
o 192.168.0.51/accessone/login	
  
	
  
2.	
  That	
  I	
  agree	
  to	
  diligently	
  perform	
  the	
  duties	
  and	
  responsibilities	
  pertaining	
  to	
  the	
  job	
  
which	
  I	
  have	
  been	
  hired	
  for	
  and	
  other	
  such	
  duties	
  that	
  the	
  Management	
  may	
  assign	
  from	
  
time	
  to	
  time.	
  	
  
3.	
  That	
  I	
  agree	
  and	
  shall	
  faithfully	
  comply	
  with	
  the	
  Company	
  policies,	
  rules	
  and	
  regulations,	
  
and	
  meet	
  the	
  standards	
  of	
  performance	
  prescribed	
  by	
  the	
  Company.	
  	
  
4.	
   That	
   I	
   have	
   read	
   and	
   will	
   devote	
   to	
   familiarize	
   myself	
   with	
   its	
   contents	
   and	
   follow	
   its	
  
provisions	
  to	
  the	
  best	
  of	
  my	
  ability.	
  	
  
	
  
EMPLOYEE’S	
  PRINTED	
  NAME	
  	
  
	
  
EMPLOYEE’S	
  SIGNATURE	
  	
  
	
  
DATE	
  	
  
	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

22	
  

	
  
	
  

	
  
ANNEX	
  A	
  
	
  

POLICY	
  AGAINST	
  SEXUAL	
  HARASSMENT	
  
Sexual	
  harassment	
  is	
  any	
  act	
  of	
  unwanted	
  or	
  offensive	
  sexual	
  advances	
  or	
  suggestions.	
  	
  It	
  
includes	
  sexually	
  offensive	
  remarks,	
  retaliation	
  for	
  refusing	
  sexual	
  advances,	
  and	
  display	
  or	
  
distribution	
  of	
  offensive	
  photographs.	
  	
  	
  
	
  
Sexual	
   harassment	
   constitutes	
   a	
   violation	
   of	
   both	
   the	
   law	
   (Republic	
   Act	
   7877	
   or	
   the	
   Anti-­‐
Sexual	
  Harassment	
  Act	
  of	
  1995)	
  and	
  the	
  Company	
  Code	
  of	
  Conduct,	
  hence	
  unacceptable	
  at	
  
OAMPI.	
  	
  Any	
  employee,	
  regardless	
  of	
  rank	
  or	
  position	
  found	
  guilty	
  of	
  sexual	
  harassment,	
  in	
  
general,	
  shall	
  be	
  subjected	
  to	
  severe	
  disciplinary	
  measures.	
  
Examples	
  of	
  this	
  prohibited	
  conduct	
  are:	
  
1.	
  
Offering	
  employment	
  benefits,	
  such	
  as	
  promotions,	
  favorable	
  compensation	
  
etc.,	
  in	
  exchange	
  for	
  sexual	
  favors;	
  
2.	
  
Unwelcomed	
   verbal	
   conduct	
   of	
   a	
   sexual	
   nature,	
   such	
   as	
   using	
   sexually	
   vulgar	
  
or	
  degrading	
  words;	
  
3.	
  
Unwanted	
  sexual	
  gestures,	
  flirtations	
  or	
  any	
  unwelcome	
  touching	
  of	
  another	
  
person’s	
  body;	
  
4.	
  
	
  Any	
  act	
  of	
  sexual	
  nature	
  which	
  is	
  annoying,	
  disgusting	
  or	
  offensive.	
  

	
  

Procedure	
  in	
  Sexual	
  Harassment	
  Cases	
  
An	
   employee	
   who	
   experiences	
   any	
   act	
   of	
   sexual	
   harassment	
   should	
   report	
   the	
   incident	
  
immediately	
   to	
   his/her	
   immediate	
   supervisor	
   or	
   to	
   HR.	
   Upon	
   receipt	
   such	
   report	
   by	
   HR,	
  
initial	
   steps	
   shall	
   be	
   taken	
   to	
   prevent	
   further	
   commission	
   of	
   harassment	
   and/or	
   have	
   the	
  
matter	
   clarified	
   and,	
   if	
   possible,	
   settled	
   between	
   the	
   parties.	
   	
   At	
   the	
   discretion	
   of	
   the	
  
concerned	
  employee,	
  he	
  or	
  she	
  may	
  file	
  a	
  formal	
  complaint	
  with	
  HR	
  and	
  the	
  same	
  will	
  be	
  
forwarded	
  to	
  the	
  Committee	
  on	
  Decorum	
  and	
  Investigation	
  (CDI)	
  which	
  shall	
  be	
  tasked	
  to	
  
handle	
  all	
  complaints	
  of	
  sexual	
  harassment.	
  	
  	
  
	
  
The	
  CDI	
  shall	
  by	
  composed	
  of	
  five	
  members,	
  three	
  (3)	
  from	
  Management	
  and	
  one	
  (1)	
  each	
  
from	
  supervisory	
  rank,	
  and	
  rank-­‐and-­‐file.	
  
	
  
SECTION	
  1.	
  Complaint.	
  
	
  

Must	
  be	
  in	
  writing	
  and	
  signed	
  by	
  the	
  complainant.	
  It	
  shall	
  contain	
  the	
  following:	
  	
  
i. Full	
  name	
  and	
  designation	
  of	
  the	
  complainant	
  and	
  the	
  respondent;	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

23	
  

ii. Allegations/Statement	
  of	
  facts;	
  
iii. Evidence,	
  in	
  support	
  of	
  the	
  complaint,	
  if	
  any;	
  
iv. Documents,	
  such	
  as	
  signed	
  written	
  statement/s	
  of	
  witness/es,	
  if	
  any.	
  
	
  
SEC.	
   2.	
   Proceeding.	
   –	
   Within	
   three	
   (3)	
   working	
   days	
   from	
   filing	
   of	
   the	
   complaint,	
   the	
  
CDI	
  will	
  be	
  convened	
  and	
  a	
  corresponding	
  Notice	
  to	
  Explain	
  (NTE)	
  will	
  issued	
  to	
  the	
  
respondent	
  with	
  regard	
  to	
  the	
  sexual	
  harassment	
  charge	
  filed	
  against	
  him/her.	
  
SEC.	
  3.	
  Answer.	
  -­‐	
  The	
  respondent	
  is	
  required	
  to	
  submit	
  his	
  written	
  explanation	
  within	
  
five	
   (5)	
   working	
   days	
   from	
   receipt	
   of	
   the	
   NTE.	
   The	
   Answer	
   shall	
   contain	
   the	
  
following:	
  	
  
	
  

	
  

i. Full	
  name	
  and	
  designation	
  of	
  the	
  respondent.	
  
ii. Statement	
  of	
  relevant	
  facts.	
  
iii. Evidence/Documents,	
   such	
   as	
   written	
   statement/s	
   of	
   witness/es,	
  
in	
  support	
  of	
  the	
  answer,	
  if	
  any.	
  
SEC.	
   4.	
   Mediation	
   Conference.	
   -­‐	
   The	
   CDI	
   shall	
   set	
   one	
   (1)	
   mediation	
   conference	
  
between	
   the	
   parties	
   for	
   possible	
   settlement.	
   Only	
   the	
   parties	
   may	
   attend	
   the	
  
conference.	
  It	
  shall	
  be	
  conducted	
  within	
  three	
  (3)	
  working	
  days	
  from	
  the	
  receipt	
  of	
  
the	
   respondent’s	
   Answer.	
   If	
   there	
   is	
   a	
   strong	
   chance	
   for	
   settlement,	
   both	
   parties	
  
may	
  request	
  for	
  another	
  mediation	
  conference.	
  	
  
Any	
  amicable	
  settlement	
  shall	
  be	
  in	
  writing,	
  signed	
  and	
  attested	
  to	
  by	
  both	
  parties;	
  
and	
  the	
  case	
  shall	
  be	
  deemed	
  to	
  have	
  been	
  resolved	
  with	
  finality.	
  	
  
SEC.	
  5.	
  	
  Hearing.	
  -­‐	
  Should	
  there	
  be	
  no	
  settlement	
  between	
  the	
  parties,	
  a	
  hearing	
  on	
  
the	
  case	
  shall	
  proceed	
  and	
  be	
  scheduled	
  within	
  (3)	
  working	
  days	
  from	
  termination	
  of	
  
the	
   mediation	
   conference.	
   	
   The	
   hearings	
   will	
   be	
   concluded	
   as	
   soon	
   as	
   possible,	
  
preferably	
  within	
  seven	
  (7)	
  working	
  days.	
  	
  
No	
  postponement	
  shall	
  be	
  granted	
  except	
  in	
  meritorious	
  cases.	
  	
  A	
  party’s	
  failure	
  to	
  
appear	
   at	
   the	
   scheduled	
   hearings	
   despite	
   due	
   notice	
   shall	
   constitute	
   that	
   his/her	
  
right	
  to	
  be	
  present	
  and/or	
  submit	
  his/her	
  evidence/s.	
  	
  
SEC	
  6.	
   Decision.	
  -­‐	
  Within	
  three	
  (3)	
  working	
  days	
  after	
  the	
  last	
  hearing	
  date,	
  the	
  CDI	
  
shall	
  finalize	
  its	
  investigation	
  and	
  issue	
  a	
  decision	
  which	
  is	
  final.	
  

	
  
CONFIDENTIALITY	
  AND	
  IMPARTIALITY	
  
Each	
  complaint	
  shall	
  be	
  handled	
  with	
  utmost	
  confidentiality.	
  Any	
  member	
  of	
  the	
  CDI	
  who	
  
complains	
   or	
   is	
   complained	
   of	
   sexual	
   harassment	
   shall	
   inhibit	
   himself/herself	
   from	
  
participating	
  in	
  the	
  deliberations	
  of	
  the	
  Committee.	
  
	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

24	
  

	
  
	
  
RETALIATION	
  
An	
   employee	
   who	
   is	
   found	
   guilty	
   of	
   employment	
   based	
   retaliation	
   against	
   anyone	
   who	
  
brings	
  a	
  complaint	
  of	
  sexual	
  harassment	
  or	
  who	
  speaks	
  as	
  a	
  witness	
  in	
  the	
  investigation	
  of	
  a	
  
complaint	
  of	
  sexual	
  harassment	
  shall	
  be	
  sanctioned	
  accordingly.	
  
SEMINAR	
  
As	
  a	
  proactive	
  approach	
  against	
  sexual	
  harassment,	
  the	
  Company	
  shall	
  conduct	
  regular	
  Anti-­‐	
  
Sexual	
  Harassment	
  seminars	
  to	
  increase	
  awareness	
  and	
  educate	
  its	
  employees.	
  	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

25	
  

	
  
	
  
	
  
	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

	
  

ANNEX	
  B	
  

DRUG-­‐FREE	
  WORKPLACE	
  PROGRAM	
  
DRUG	
  TESTING	
  
To	
   ensure	
   that	
   OAMPI	
   continues	
   to	
   be	
   a	
   drug-­‐free	
   workplace,	
   the	
   Company	
   imposes	
   as	
   a	
  
condition	
   for	
   1)	
   pre-­‐employment	
   and	
   2)	
   continued	
   employment	
   that	
   an	
   employee	
   is	
   free	
  
from	
  any	
  kind	
  of	
  drug	
  abuse.	
  	
  Towards	
  this	
  end,	
  the	
  Company	
  shall	
  subject	
  its	
  employees	
  to	
  
a	
  requisite	
  pre-­‐employment	
  drug	
  testing	
  and	
  random	
  drug	
  testing.	
  	
  	
  
PRE-­‐EMPLOYMENT	
  DRUG	
  TESTING	
  
This	
  is	
  part	
  of	
  the	
  pre-­‐employment	
  medical	
  examination.	
  	
  A	
  positive	
  result	
  will	
  mean	
  that	
  an	
  
employee	
  is	
  not	
  fit	
  to	
  work.	
  
RANDOM	
  DRUG	
  TESTING	
  PROCEDURES	
  
1.	
  
Drug	
  testing	
  shall	
  consist	
  of	
  both	
  the	
  screening	
  test	
  and	
  the	
  confirmatory	
  test	
  (this	
  
latter	
  test	
  is	
  required	
  only	
  if	
  the	
  screening	
  test	
  result	
  is	
  positive).	
  
2.	
  
The	
   Company	
   has	
   the	
   sole	
   prerogative	
   to	
   designate	
   the	
   accredited	
   drug	
   testing	
  
clinic.	
  
3.	
  
Employee	
   selection	
   for	
   random	
   drug	
   testing	
   is	
   done	
   thru	
   random	
   selection	
   of	
  
numbers	
   representing	
   an	
   employee	
   number	
   and	
   is	
   preferably	
   conducted	
   every	
   four	
   (4)	
  
months.	
   	
   A	
   maximum	
   of	
   three	
   (3)	
   employees	
   can	
   be	
   selected	
   for	
   each	
   random	
   selection	
  
conducted.	
  Only	
  the	
  Chairman	
  of	
  the	
  Assessment	
  Team	
  shall	
  have	
  prior	
  knowledge	
  of	
  the	
  
drug	
  testing	
  selection	
  and	
  schedule.	
  	
  
The	
  Assessment	
  Team	
  shall	
  be	
  composed	
  of	
  the	
  Company	
  nurse,	
  HR	
  representative,	
  
Management	
   representative,	
   a	
   supervisory	
   rank	
   representative	
   and	
   a	
   rank-­‐and-­‐file	
  
employee	
  representative.	
  	
  	
  	
  
4.	
  
On	
   the	
   scheduled	
   screening	
   test	
   date,	
   the	
   Chairman	
   shall	
   notify	
   and	
   direct	
   the	
  
employee	
  to	
  immediately	
  submit	
  himself	
  to	
  drug	
  testing	
  at	
  the	
  designated	
  clinic.	
  	
  Refusal	
  to	
  
comply	
  with	
  the	
  directive	
  shall	
  subject	
  the	
  employee	
  to	
  disciplinary	
  action.	
  
A	
   drug	
   test	
   is	
   valid	
   for	
   one	
   (1)	
   year.	
   	
   However,	
   additional	
   drug	
   testing	
   may	
   be	
  
required	
  for	
  just	
  cause	
  as	
  in	
  the	
  following	
  cases:	
  
a.	
  

in	
   cases	
   of	
   workplace	
   –	
   and	
   after-­‐workplace-­‐related	
   accidents,	
   including	
  
incidents	
  that	
  could	
  have	
  potentially	
  resulted	
  to	
  accidents.	
  

b.	
  

following	
   treatment	
   and	
   rehabilitation	
   to	
   establish	
   fitness	
   for	
   returning	
   to	
  	
  	
  

work.	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

26	
  

c.	
  

in	
   light	
   of	
   clinical	
   findings	
   and/or	
   upon	
   recommendation	
   of	
   the	
   Assessment	
  

team.	
  
	
  
SANCTIONS	
  

	
  

1. An	
   employee	
   who	
   is	
   found	
   and/or	
   is	
   confirmed	
   positive	
   for	
   drug	
   use	
   shall	
   be	
   penalized	
  
as	
  follows:	
  
	
  
a) Fist	
  time	
  offenders	
  or	
  for	
  Voluntary	
  admission:	
  Final	
  Written	
  Warning.	
  	
  	
  
If	
  the	
  Assessment	
  team	
  recommends	
  rehabilitation,	
  the	
  employee	
  must	
  go	
  on	
  leave	
  
without	
   pay	
   and	
   undergo	
   rehabilitation	
   within	
   15	
   days	
   from	
   receipt	
   of	
   the	
  
corresponding	
  directive.	
  
b) Repeated	
   drug	
   policy	
   violators	
   and	
   those	
   who	
   refuse	
   to	
   go	
   on	
   leave	
   and	
   undergo	
  
rehabilitation:	
  Termination.	
  
c) Rehabilitation	
  	
  
a. Drug	
   rehabilitation	
   shall	
   be	
   for	
   a	
   maximum	
   period	
   of	
   six	
   (6)	
   months.	
   	
   During	
  
the	
   rehabilitation	
   period,	
   the	
   employee	
   will	
   be	
   on	
   Leave	
   without	
   pay	
   and	
  
will	
  not	
  be	
  entitled	
  to	
  benefits	
  until	
  he	
  actually	
  resumes	
  his	
  job.	
  
b. After	
   rehabilitation,	
   the	
   employee	
   is	
   required	
   to	
   present	
   a	
   certificate	
   from	
  
the	
   center	
   that	
   he/she	
   has	
   successfully	
   undergone	
   the	
   rehabilitation.	
   	
   The	
  
Assessment	
   Team,	
   in	
   consultation	
   with	
   the	
   Head	
   of	
   the	
   Rehabilitation	
  
Center,	
   shall	
   evaluate	
   the	
   status	
   of	
   this	
   employee	
   and	
   recommend	
   if	
   the	
  
employee	
  is	
  eligible	
  to	
  return	
  to	
  work.	
  
c. If	
  after	
  six	
  (6)	
  months,	
  the	
  employee’s	
  drug	
  dependency	
  is	
  still	
  not	
  treated,	
  
he	
  will	
  be	
  dismissed	
  from	
  employment.	
  

CONFIDENTIALITY	
  
The	
   employee	
   selection,	
   screening	
   result	
   and	
   all	
   other	
   information	
   related	
   to	
   the	
   drug	
  
testing	
   procedures	
   done	
   shall	
   be	
   kept	
   confidential.	
   	
   The	
   screening	
   test	
   result	
   shall	
   be	
  
relayed	
  directly	
  to	
  the	
  employee	
  concerned	
  and	
  to	
  the	
  Assessment	
  Team.	
  	
  	
  
Exceptions	
  to	
  confidentiality	
  are:	
  
1. When	
  required	
  by	
  law;	
  
2. 	
  Required	
  by	
  public	
  health	
  and	
  safety	
  concerns;	
  
3. When	
  authorized	
  in	
  writing	
  by	
  the	
  employee	
  himself.	
  
Expenses	
   for	
   the	
   drug	
   testing	
   (screening	
   and	
   confirmatory	
   tests)	
   shall	
   be	
   borne	
   by	
   the	
  
Company.	
  
	
  
	
  

	
  
	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

27	
  

	
  
	
  
ANNEX	
  C	
  
ALCOHOL-­‐FREE	
  WORKPLACE	
  POLICY	
  
	
  
	
  
Under	
   the	
   Company	
   Code	
   of	
   Conduct,	
   reporting	
   for	
   work	
   intoxicated	
   or	
   under	
   the	
  
influence	
  of	
  liquor	
  and	
  possession	
  thereof	
  within	
  company	
  premises	
  are	
  strictly	
  prohibited.	
  	
  
In	
  this	
  light,	
  the	
  Company	
  formally	
  adopts	
  this	
  alcohol-­‐free	
  workplace	
  policy.	
  
	
  
I.	
  ALCOHOL	
  PROHIBITED	
  
	
  
The	
  Company	
  explicitly	
  prohibits	
  the	
  following:	
  
	
  
1.	
  Use,	
  possession,	
  solicitation	
  or	
  sale	
  of	
  alcohol	
  in	
  the	
  workplace;	
  or	
  
	
  
2.	
   Impairment	
   or	
   under	
   the	
   influence	
   of	
   alcohol	
   which	
   may	
   cause/causing	
   adverse	
   effect	
   on	
  
employee’s	
  work	
  performance,	
  safety	
  of	
  co-­‐employees	
  or	
  Company’s	
  reputation.	
  
	
  
II.	
  DEFINITION	
  OF	
  TERMS	
  
	
  
1. Alcohol-­‐	
   means	
   the	
   intoxicating	
   agent	
   in	
   beverage,	
   including	
   but	
   not	
   limited	
   to	
   malt	
  
beverages	
  such	
  as	
  beer,	
  wine	
  and	
  hard/intoxicating	
  liquor.	
  
	
  
2.	
   Alcohol	
   use	
   or	
   consumption-­‐	
   refers	
   to	
   the	
   consumption	
   of	
   any	
   beverage,	
   mixture	
   or	
  
preparation	
  containing	
  alcohol	
  
	
  
3.	
   Drunkenness/Intoxication-­‐	
   is	
   the	
   state	
   of	
   being	
   intoxicated	
   by	
   consumption	
   of	
   alcoholic	
  
beverages	
  to	
  a	
  degree	
  that	
  mental	
  and	
  physical	
  faculties	
  are	
  noticeably	
  impaired.	
  
	
  
4.	
   Cause	
   Testing-­‐	
   A	
   form	
   of	
   alcohol-­‐test	
   assessment	
   conducted	
   by	
   the	
   Company	
   when	
   an	
  
employee	
   is	
   suspected	
   to	
   be	
   under	
   the	
   influence	
   of	
   alcohol.	
   The	
   Company	
   request	
   its	
  
suspected	
  employee	
  to	
  submit	
  himself	
  to	
  alcohol	
  test.	
  
	
  
5.	
   “Involved	
   in	
   an	
   on-­‐the-­‐job	
   accident	
   or	
   injury“-­‐	
   An	
   accident	
   of	
   any	
   person	
   within	
   the	
  
workplace	
   immediately	
   or	
   proximately	
   caused	
   by	
   the	
   employee	
   under	
   the	
   influence	
   of	
  
alcohol.	
  	
  
	
  
6.	
  Near	
  Miss-­‐	
  An	
  incident	
  which	
  could	
  have	
  led	
  to	
  any	
  injury	
  or	
  fatality	
  of	
  employees	
  and/or	
  
considerable	
  damage	
  to	
  the	
  employer	
  had	
  it	
  not	
  been	
  curtailed.	
  
	
  
7.	
  Post-­‐Accident	
  Testing-­‐	
  A	
  form	
  of	
  alcohol-­‐test	
  assessment	
  conducted	
  by	
  the	
  Company	
  to	
  
those	
  employees	
  involved	
  in	
  an	
  on	
  the	
  job	
  accident	
  or	
  injury.	
  
	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

28	
  

8.	
  Workplace	
  –	
  Any	
  office	
  or	
  property	
  owned,	
  leased	
  or	
  operated	
  by	
  the	
  Company	
  or	
  at	
  any	
  
other	
  place	
  where	
  an	
  employee	
  performs	
  work	
  for	
  the	
  Company.	
  
	
  
9.	
   Field	
   sobriety	
   tests-­‐	
   	
  refer	
   to	
   standardized	
   tests	
   to	
   assess	
   and	
   determine	
   intoxication,	
  
such	
   as	
   the	
   horizontal	
   gaze	
   nystagmus,	
   the	
   walk-­‐and-­‐turn,	
   the	
   one-­‐leg	
   stand,	
   and	
   other	
  
similar	
  tests.	
  
	
  
III.	
  TESTING	
  PROCEDURE	
  
	
  
A. Cause-­‐Test	
  
	
  
1. If	
   an	
   employee’s	
   demeanor,	
   appearance	
   or	
   other	
   external	
   factors	
   cause	
   to	
  
suspect	
   that	
   he	
   is	
   intoxicated	
   or	
   under	
   the	
   influence	
   of	
   alcohol,	
   the	
   employee	
  
shall	
  be	
  required	
  to	
  undergo	
  testing	
  (cause-­‐test)	
  either	
  field-­‐sobriety	
  or	
  medical	
  
test.	
  	
  Refusal	
  to	
  be	
  subjected	
  to	
  alcohol	
  testing	
  shall	
  be	
  a	
  ground	
  for	
  disciplinary	
  
action	
  and/or	
  be	
  deemed	
  as	
  an	
  admission	
  of	
  being	
  intoxicated.	
  	
  	
  
	
  
An	
  employee’s	
  voluntary	
  admission	
  of	
  being	
  intoxicated	
  may	
  be	
  considered	
  as	
  a	
  
mitigating	
  factor	
  in	
  the	
  imposition	
  of	
  the	
  penalty.	
  	
  
	
  
2. If	
   the	
   cause-­‐test	
   showed	
   a	
   positive	
   result,	
   the	
   employee	
   will	
   be	
   sanctioned	
  
accordingly.	
  	
  
	
  
B. Post	
  Accident-­‐Test	
  
	
  
1. An	
   employee	
   involved	
   in	
   an	
   accident	
   or	
   a	
   near	
   miss	
   in	
   the	
   workplace	
   shall	
   be	
  
subjected	
   to	
   a	
   post	
   accident-­‐test.	
   Refusal	
   to	
   be	
   subjected	
   to	
   alcohol	
   testing	
   shall	
  
be	
  a	
  ground	
  for	
  disciplinary	
  action	
  and/or	
  be	
  deemed	
  as	
  an	
  admission	
  of	
  being	
  
intoxicated.	
  	
  	
  
	
  
An	
  employee’s	
  voluntary	
  admission	
  of	
  being	
  intoxicated	
  may	
  be	
  considered	
  as	
  a	
  
mitigating	
  factor	
  in	
  the	
  imposition	
  of	
  the	
  penalty.	
  
	
  
2.	
   If	
   the	
   cause-­‐test	
   showed	
   a	
   positive	
   result,	
   the	
   employee	
   will	
   be	
   sanctioned	
  
accordingly.	
  	
  
	
  
	
  
IV.	
  TREATMENT,	
  REHABILITATION	
  AND	
  REFERREAL	
  
For	
   employees	
   who	
   voluntarily	
   seek	
   assistance,	
   the	
   Assessment	
   Team	
   shall	
  
determine	
   whether	
   or	
   not	
   an	
   employee	
   addicted	
   to	
   alcohol	
   would	
   need	
   referral	
   for	
  
treatment	
  and/or	
  rehabilitation	
  in	
  a	
  Department	
  of	
  Health-­‐Accredited	
  Center.	
  	
  
If	
  the	
  Assessment	
  team	
  recommends	
  rehabilitation,	
  the	
  employee	
  must	
  go	
  on	
  leave	
  
without	
   pay	
   and	
   benefits	
   and	
   undergo	
   rehabilitation	
   within	
   15	
   days	
   from	
   receipt	
   of	
   the	
  
corresponding	
  directive.	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

29	
  

The	
  Assessment	
  Team	
  shall	
  be	
  composed	
  of	
  the	
  Company	
  nurse,	
  HR	
  representative,	
  
Management	
   representative,	
   a	
   supervisory	
   rank	
   representative	
   and	
   a	
   rank-­‐and-­‐file	
  
employee	
  representative.	
  	
  	
  	
  
	
  
	
  
V.	
  MONITORING	
  AND	
  EVALUATION	
  
The	
   implementation	
   of	
   the	
   alcohol-­‐free	
   workplace	
   policy	
   and	
   program	
   shall	
   be	
  
monitored	
  and	
  evaluated	
  periodically	
  by	
  the	
  Assessment	
  Team	
  to	
  ensure	
  that	
  the	
  goal	
  of	
  an	
  
alcohol-­‐free	
  workplace	
  is	
  met.	
  	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

30	
  

	
  
	
  
SMOKE-­‐FREE	
  WORKPLACE	
  POLICY	
  
	
  

	
  
I. POLICY	
  
	
  
The	
   Company	
   formally	
   adopts	
   a	
   smoke-­‐free	
   workplace	
   policy.	
   	
   Thus,	
   the	
   entire	
  
company	
  premises	
  is	
  declared	
  as	
  a	
  “NO	
  SMOKING	
  ZONE”.	
  	
  	
  
	
  
II.	
  OBJECTIVES	
  
	
  	
  
To	
   promote	
   a	
   healthy	
   working	
   environment	
   by	
   ensuring	
   a	
   smoke	
   free	
   indoor	
   air	
  
quality	
  for	
  all	
  employees,	
  for	
  both	
  smokers	
  and	
  non-­‐smokers	
  and	
  to	
  contribute	
  to	
  the	
  health	
  
and	
  well-­‐being	
  of	
  all	
  employees	
  thereby	
  increasing	
  their	
  productivity.	
  
	
  
To	
   promote	
   awareness	
   of	
   the	
   hazards	
   of	
   smoking	
   and	
   exposure	
   to	
   second	
   hand	
  
smoke.	
  
	
  
III.	
  DEFINITION	
  OF	
  TERMS	
  
	
  
A. Smoking	
  -­‐	
  refers	
  to	
  the	
  act	
  of	
  carrying	
  a	
  lighted	
  cigarette	
  (including	
  electronic	
  cigarette	
  or	
  
personal	
   vaporizer	
   or	
   electronic	
   nicotine	
   delivery	
   system)	
   or	
   tobacco;	
   whether	
   or	
   not	
   it	
   is	
  
being	
  inhaled	
  or	
  smoked.	
  
	
  
B.	
   Company	
   premises	
   –	
   Any	
   office	
   or	
   property	
   owned,	
   leased	
   or	
   operated	
   by	
   the	
   Company;	
  
or	
  where	
  a	
  worker	
  is	
  temporarily	
  or	
  permanently	
  assigned.	
  	
  
	
  
C.	
   Secondhand	
   Smoke	
   -­‐	
   side	
   stream	
   smoke	
   which	
   refers	
   to	
   the	
   smoke	
   coming	
   from	
   a	
  
burning	
   cigarette	
   directly,	
   or	
   mainstream	
   smoke,	
   which	
   refers	
   to	
   the	
   smoke	
   exhaled	
   from	
  
lungs	
  of	
  smokers.	
  
	
  
IV.	
  COMPLIANCE	
  
	
  
The	
   smoke	
   free	
   workplace	
   policy	
   is	
   applicable	
   to	
   all	
   employees	
   and	
   non-­‐employees	
  
alike.	
   Non-­‐employees	
   will	
   include	
   but	
   are	
   not	
   limited	
   to	
   contractors,	
   suppliers,	
   visitors,	
  
guests,	
  et.	
  al.	
  
	
  
	
  
V. PROGRAM	
  AND	
  IMPLEMENTATION	
  	
  
	
  
A	
   smoke-­‐free	
   workplace	
   policy	
   awareness	
   program	
   shall	
   be	
   part	
   of	
   the	
   orientation	
  
for	
   newly-­‐hired	
   employees	
   and	
   for	
   employees	
   who	
   wish	
   to	
   learn	
   more	
   about	
   the	
   health	
  
risks	
  of	
  smoking.	
  Employees	
  who	
  signify	
  their	
  intent	
  quit	
  smoking	
  are	
  to	
  be	
  referred	
  to	
  DOH	
  
accredited	
  smoking	
  cessation	
  clinics.	
  
	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

31	
  

The	
   implementation	
   of	
   the	
   smoke-­‐free	
   workplace	
   policies	
   and	
   programs	
   shall	
   be	
  
monitored	
  and	
  evaluated	
  periodically	
  by	
  the	
  Health	
  and	
  Safety	
  Committee	
  or	
  other	
  similar	
  
Committee	
  shall	
  be	
  tasked	
  for	
  this	
  purpose.	
  	
  	
  	
  	
  
	
  
VI. PENALTY	
  
	
  
Employees	
  found	
  violating	
  this	
  policy	
  shall	
  be	
  penalized	
  as	
  follows:	
  
	
  
1st	
  offense-­‐	
  Verbal	
  Warning	
  
2nd	
  offense-­‐	
  Written	
  Warning	
  
3rd	
  offense-­‐	
  Final	
  Warning	
  
4th	
  offense-­‐	
  Termination	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

32	
  

	
  
	
  

POLICY	
  ON	
  TUBERCULOSIS	
  (TB)	
  PREVENTION	
  AND	
  CONTROL	
  	
  	
  	
  
	
  

	
  
I.	
  COVERAGE	
  
	
  
This	
  Program	
  shall	
  apply	
  to	
  all	
  employees	
  regardless	
  of	
  employment	
  status.	
  	
  
	
  
II.	
  DEFINITION	
  OF	
  TERMS	
  
	
  
1.	
  TB	
  disease	
  -­‐	
  refers	
  to	
  both	
  pulmonary	
  and	
  extrapulmonary	
  tuberculosis	
  
	
  
a.	
   Pulmonary	
   TB	
   -­‐	
   refers	
   to	
   disease	
   involving	
   the	
   lung	
   parenchyma	
   and	
   is	
   either	
  
symptomatic	
  or	
  asymptomatic.	
  	
  
	
  
b.	
  	
  Extra-­‐pulmonary	
  tuberculosis	
  -­‐	
  is	
  TB	
  disease	
  involving	
  tissues	
  other	
  than	
  the	
  lungs	
  
(pleural	
   and	
   mediastinal	
   lymph	
   node	
   TB	
   are	
   considered	
   extrapulmonary	
   TB).	
   An	
  
individual	
   is	
   considered	
   to	
   have	
   extrapulmonary	
   TB	
   if	
   he/she	
   has	
   the	
   clinical	
  
presentation	
  consistent	
  with	
  TB	
  disease	
  of	
  the	
  site	
  involved	
  and	
  the	
  following:	
   	
  
	
  
Ø Certification	
   from	
   the	
   attending	
   physician	
   attesting	
   to	
   the	
   diagnosis	
   of	
  
extrapulmonary	
  TB	
  and	
  
	
  
Ø At	
   least	
   one	
   mycobacterial	
   smear/culture	
   positive	
   from	
   an	
   extrapulmonary	
   site	
  
(organs	
  other	
  than	
  the	
  lungs),	
  or	
  histological	
  and/or	
  radiographic	
  evidence	
  from	
  the	
  
involved	
  site	
  consistent	
  with	
  TB.	
  
	
  
2. DOT	
  (	
  Directly	
  Observed	
  Treatment)	
  -­‐	
  	
  This	
  is	
  an	
  activity	
  wherein	
  a	
  trained	
  health	
  worker	
  
for	
  treatment	
  partner	
  personally	
  observes	
  the	
  patient	
  to	
  take	
  anti-­‐TB	
  medicines	
  every	
  day	
  
during	
  the	
  whole	
  course	
  of	
  the	
  treatment	
  of	
  smear	
  positive	
  case.	
  
	
  
3.	
  Standard	
  Precautions	
  -­‐	
  set	
  of	
  infection	
  control	
  practices	
  used	
  to	
  prevent	
  transmission	
  of	
  
diseases	
  that	
  can	
  be	
  acquired	
  by	
  contact	
  with	
  blood,	
  body	
  fluids,	
  non-­‐intact	
  skin	
  (including	
  
rashes),	
  and	
  mucous	
  membranes.	
  Standard	
  Precautions	
  include:	
  	
   1)	
  hand	
  hygiene,	
  2)	
  use	
  of	
  
personal	
   protective	
   equipment	
   (e.g.,	
   gloves,	
   gowns,	
   facemasks),	
   depending	
   on	
   the	
  
anticipated	
  exposure,	
  3)	
  respiratory	
  hygiene	
  and	
  cough	
  etiquette,	
  4)	
  safe	
  injection	
  practices,	
  
and	
   5)	
   safe	
   handling	
   of	
   potentially	
   contaminated	
   equipment	
   or	
   surfaces	
   in	
   the	
   patient	
  
environment.	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

33	
  

III.	
  PROGRAMS	
  
	
  
A.	
  Preventive	
  Strategies	
  	
  	
  	
  
	
  
Conduct	
  of	
  Tuberculosis	
  (TB)	
  Advocacy,	
  Training	
  and	
  Education	
  
	
  
	
  
a.	
  	
   TB	
   information	
   and	
   education,	
   focusing	
   on	
   the	
   nature,	
   frequency,	
   treatment	
   and	
  
control	
   of	
   the	
   disease,	
   shall	
   be	
   conducted	
   by	
   the	
   health	
   and	
   safety	
   committee,	
  
through	
  information	
  dissemination,	
  counselling	
  or	
  lectures.	
  
	
  
b.	
   The	
   Company	
   shall	
   continue	
   providing	
   adequate	
   ventilation	
   and	
   sanitary	
   facilities,	
  
and	
  observe	
  standard	
  for	
  space	
  requirement	
  for	
  avoidance	
  of	
  overcrowding.	
  	
  
	
  
	
  B.	
  MEDICAL	
  MANAGEMENT	
  	
  
	
  
a. Employees	
  who	
  have	
  symptoms	
  or	
  at	
  risk	
  (i.e.	
  diagnosed	
  family	
  members)	
  of	
  TB	
  
shall	
   immediately	
   seek	
   medical	
   assistance.	
   Employees	
   diagnosed	
   with	
   TB	
   shall	
  
adhere	
  to	
  the	
  prescribed	
  course	
  of	
  treatment.	
  	
  
	
  
b. Employees	
  with	
  TB,	
  and	
  if	
  requested,	
  their	
  family	
  members,	
  are	
  to	
  be	
  referred	
  to	
  
private	
  or	
  public	
  DOTS	
  centers.	
  	
  The	
  Company	
  shall	
  report	
  all	
  disclosed	
  TB	
  cases	
  
to	
  DOLE.	
  
	
  
c. Any	
   contact	
   in	
   the	
   workplace	
   shall	
   be	
   traced	
   and	
   accordingly	
   required	
   to	
   be	
  
clinically	
  assessed.	
  
	
  
d. Employees	
   shall	
   comply	
   with	
   standard	
   TB	
   precaution	
   and	
   the	
   preventive	
  
measures.	
  	
  
	
  
C.	
  NON-­‐DISCRIMINATION	
  AND	
  CONFIDENTIALITY	
  
	
  
a.	
  There	
  shall	
  be	
  no	
  discrimination	
  of	
  any	
  form	
  against	
  employees	
  from	
  pre	
  to	
  post	
  
employment,	
  including	
  hiring,	
  promotion,	
  or	
  assignment,	
  on	
  account	
  of	
  their	
  TB	
  
status.	
  	
  Non-­‐discrimination	
  policy	
  shall	
  likewise	
  apply	
  to	
  co-­‐workers.	
  	
  
	
  
b. Unless	
   certified	
   as	
   medically	
   fit	
   to	
   work	
   by	
   the	
   Company’s	
   health	
   provider,	
   an	
  
employee	
  diagnosed	
  with	
  TB	
  shall	
  not	
  be	
  permitted	
  to	
  report	
  for	
  work.	
  
	
  
c. As	
   far	
   as	
   practicable	
   and	
   subject	
   to	
   business	
   requirements,	
   the	
   Company	
   may	
  
consider	
   providing	
   flexible	
   leave	
   or	
   work	
   arrangements	
   for	
   employees	
   afflicted	
  
with	
  TB.	
  
	
  
d. Any	
  information	
  relating	
  to	
  TB	
  medical	
  treatment/s	
  shall	
  be	
  kept	
  confidential.	
  
	
  
	
  
	
  
D.	
  	
  COMPENSATION	
  
	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

34	
  

Employees	
   shall	
   be	
   provided	
   access	
   to	
   Social	
   Security	
   System	
   and	
   Employees	
  
Compensation	
  benefits	
  as	
  may	
  be	
  provided	
  for	
  under	
  the	
  law.	
  

	
  
	
  
E.	
  	
  MONITORING	
  
	
  
The	
   Health	
   and	
   Safety	
   Committee	
   shall	
   periodically	
   monitor	
   and	
   evaluate	
   the	
  
implementation	
  of	
  this	
  Policy	
  
	
  
HIV/AIDS	
  WORKPLACE	
  POLICY	
  
	
  
	
  
I.	
  COVERAGE	
  
	
  
This	
  Program	
  shall	
  apply	
  to	
  all	
  employees	
  regardless	
  of	
  employment	
  status.	
  	
  
	
  
II.	
  DEFINITION	
  OF	
  TERMS	
  
	
  
1. Human	
  Immunodeficiency	
  Virus	
  (HIV)	
  -­‐	
  the	
  virus	
  which	
  causes	
  AIDS.	
  
	
  
2. AIDS	
   (Acquired	
   Immune	
   Deficiency	
   Syndrome)	
   -­‐	
   a	
   condition	
   characterized	
   by	
   a	
  
combination	
  of	
  signs	
  and	
  symptoms	
  caused	
  by	
  HIV	
  contracted	
  from	
  another	
  which	
  attacks	
  
and	
  weakens	
  the	
  body’s	
  immune	
  system	
  making	
  the	
  afflicted	
  individual	
  susceptible	
  to	
  other	
  
life-­‐threatening	
  infections.	
  
	
  
3. HIV	
   and	
   AIDS	
   Education	
   -­‐	
   the	
   provision	
   of	
   information	
   on	
   the	
   causes,	
   prevention	
   and	
  
consequences	
   of	
   HIV	
   and	
   AIDS	
   and	
   activities	
   designed	
   to	
   assist	
   individuals	
   to	
   develop	
   the	
  
confidence	
   and	
   skills	
   needed	
   to	
   avoid	
   HIV	
   and	
   AIDS	
   transmission	
   and	
   to	
   develop	
   more	
  
positive	
  attitude	
  toward	
  people	
  living	
  with	
  AIDS	
  and	
  HIV.	
  	
  	
  
	
  
4. Standard	
  Precautions	
  -­‐	
  set	
  of	
  infection	
  control	
  practices	
  used	
  to	
  prevent	
  transmission	
  of	
  
diseases	
  that	
  can	
  be	
  acquired	
  by	
  contact	
  with	
  blood,	
  body	
  fluids,	
  non-­‐intact	
  skin	
  (including	
  
rashes),	
  and	
  mucous	
  membranes.	
  Standard	
  Precautions	
  include:	
  	
   1)	
  hand	
  hygiene,	
  2)	
  use	
  of	
  
personal	
   protective	
   equipment	
   (e.g.,	
   gloves,	
   gowns,	
   facemasks),	
   depending	
   on	
   the	
  
anticipated	
  exposure,	
  3)	
  respiratory	
  hygiene	
  and	
  cough	
  etiquette,	
  4)	
  safe	
  injection	
  practices,	
  
and	
   5)	
   safe	
   handling	
   of	
   potentially	
   contaminated	
   equipment	
   or	
   surfaces	
   in	
   the	
   patient	
  
environment.	
  
	
  
	
  
III.	
  PROGRAMS	
  
	
  
A.	
  Preventive	
  Strategies	
  	
  	
  	
  
	
  
1. HIV-­‐AIDS	
   information	
   and	
   education,	
   with	
   particular	
   focus	
   on	
   the	
   prevention,	
  
magnitude	
   and	
   impact	
   of	
   the	
   disease,	
   shall	
   be	
   conducted	
   through	
   information	
  
dissemination,	
   counselling,	
   training	
   or	
   lectures	
   led	
   by	
   the	
   health	
   and	
   safety	
  
committee.	
  This	
  shall	
  also	
  form	
  part	
  of	
  the	
  orientation	
  of	
  newly	
  hired	
  employees.	
  	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

35	
  

	
  

2.	
  	
  	
  	
  Screening,	
  Diagnosis,	
  Treatment	
  and	
  Referral	
  to	
  Health	
  Care	
  Services	
  

	
  

	
  

	
  

a.	
   The	
   Company	
   shall	
   encourage	
   positive	
   health	
   seeking	
   behavior	
   through	
  
Voluntary	
  Counseling	
  and	
  Testing.	
  	
  
b.	
   Employees	
   shall	
   be	
   provided	
   with	
   access	
   to	
   diagnostic	
   and	
   treatment	
  
services.	
   The	
   Company	
   shall	
   encourage	
   and	
   facilitate	
   referral	
   to	
   Social	
  
Hygiene	
  Clinics	
  of	
  LGU	
  for	
  HIV	
  screening.	
  	
  
c.	
  The	
  Company	
  shall	
  likewise	
  provide	
  access	
  to	
  government	
  programs	
  being	
  
offered	
  for	
  the	
  affected	
  employees	
  
	
  
d.	
   Employees	
   shall	
   comply	
   with	
   standard	
   precaution	
   and	
   preventive	
  
measures.	
  	
  

	
  
B.	
  SOCIAL	
  POLICY	
  
	
  
1. Non-­‐discrimination	
  and	
  Confidentiality	
  
	
  
a. Discrimination	
   in	
   any	
   form	
   from	
   pre-­‐employment	
   to	
   post-­‐	
   employment,	
  
including	
  hiring,	
  promotion	
  or	
  assignment,	
  termination	
  of	
  employment	
  based	
  
on	
   the	
   actual,	
   perceived	
   or	
   suspected	
   HIV	
   status	
   of	
   an	
   individual	
   is	
  
prohibited.	
  Non-­‐discrimination	
  policy	
  shall	
  likewise	
  apply	
  to	
  co-­‐employees.	
  
	
  
b. Workplace	
   management	
   of	
   sick	
   employees	
   shall	
   not	
   differ	
   from	
   that	
   of	
   any	
  
other	
  illness.	
  	
  
	
  
c.	
   	
   HIV/AIDS	
   status	
   and	
   other	
   related	
   medical	
   information	
   of	
   applicants	
   and	
  
employees	
   shall	
   be	
   confidential,	
   any	
   disclosure	
   to	
   the	
   Company	
   shall	
   be	
   on	
   a	
  
voluntary	
  basis.	
  Access	
  to	
  personal	
  data	
  relating	
  to	
  an	
  employee’s	
  HIV	
  status	
  
shall	
   be	
   bound	
   by	
   the	
   rules	
   of	
   confidentiality	
   consistent	
   with	
   provisions	
   of	
  
R.A.	
  8504.	
  
	
  
d.	
   Co-­‐employees	
   shall	
   not	
   be	
   obliged	
   to	
   reveal	
   any	
   personal	
   information	
   relating	
  
to	
  the	
  HIV/AIDS	
  status	
  of	
  fellow	
  workers.	
  	
  
	
  
e.	
   Unless	
  certified	
  as	
  medically	
  fit	
  to	
  work	
  by	
  the	
  Company’s	
  health	
  provider,	
  an	
  
employee	
  diagnosed	
  with	
  HIV/AIDS	
  shall	
  not	
  be	
  permitted	
  to	
  report	
  for	
  work.	
  	
  
	
  
f.	
  	
   As	
  far	
  as	
  practicable	
  and	
  subject	
  to	
  business	
  requirements,	
  the	
  Company	
  may	
  
consider	
   providing	
   flexible	
   leave	
   or	
   work	
   arrangements	
   for	
   employees	
  
afflicted	
  with	
  HIV/AIDS.	
  	
  	
  
	
  
IV.	
  IMPLEMENTATION	
  AND	
  MONITORING	
  
	
  
The	
   Health	
   and	
   Safety	
   Committee	
   shall	
   periodically	
   monitor	
   and	
   evaluate	
   the	
  
implementation	
  of	
  this	
  Policy.	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

36	
  

	
  
	
  
	
  
	
  
	
  
	
  
	
  
	
  	
  
	
  

WORKPLACE	
  POLICY	
  ON	
  HEPATITIS	
  B	
  
	
  

	
  
I.	
  COVERAGE	
  
	
  
This	
  Program	
  shall	
  apply	
  to	
  all	
  employees	
  regardless	
  of	
  employment	
  status.	
  	
  
	
  
II.	
  DEFINITION	
  OF	
  TERMS	
  
	
  
1.	
  Hepatitis	
  B	
  -­‐	
  Hepatitis	
  B	
  is	
  a	
  contagious	
  liver	
  disease	
  that	
  results	
  from	
  infection	
  with	
  the	
  
Hepatitis	
  B	
  virus.	
  When	
  first	
  infected,	
  a	
  person	
  can	
  develop	
  an	
  “acute”	
  infection,	
  which	
  can	
  
range	
   in	
   severity	
   from	
   a	
   very	
   mild	
   illness	
   with	
   few	
   or	
   no	
   symptoms	
   to	
   a	
   serious	
   condition	
  
requiring	
  hospitalization.	
  	
  
	
  
Ø Acute	
   Hepatitis	
   B	
   -­‐	
   refers	
   to	
   the	
   first	
   6	
   months	
   after	
   someone	
   is	
   exposed	
   to	
   the	
  
Hepatitis	
   B	
   virus.	
   Some	
   people	
   are	
   able	
   to	
   fight	
   the	
   infection	
   and	
   clear	
   the	
   virus.	
   For	
  
others,	
  the	
  infection	
  remains	
  and	
  leads	
  to	
  a	
  “chronic,”	
  or	
  lifelong,	
  illness.	
  	
  
	
  
Ø Chronic	
  Hepatitis	
  B	
  -­‐	
  refers	
  to	
  the	
  illness	
  that	
  occurs	
  when	
  the	
  Hepatitis	
  B	
  virus	
  remains	
  
in	
  a	
  person’s	
  body.	
  Over	
  time,	
  the	
  infection	
  can	
  cause	
  serious	
  health	
  problems.	
  
	
  
2.	
  Standard	
  Precautions	
  -­‐	
  set	
  of	
  infection	
  control	
  practices	
  used	
  to	
  prevent	
  transmission	
  of	
  
diseases	
  that	
  can	
  be	
  acquired	
  by	
  contact	
  with	
  blood,	
  body	
  fluids,	
  non-­‐intact	
  skin	
  (including	
  
rashes),	
  and	
  mucous	
  membranes.	
  Standard	
  Precautions	
  include:	
  	
   1)	
  hand	
  hygiene,	
  2)	
  use	
  of	
  
personal	
   protective	
   equipment	
   (e.g.,	
   gloves,	
   gowns,	
   facemasks),	
   depending	
   on	
   the	
  
anticipated	
  exposure,	
  3)	
  respiratory	
  hygiene	
  and	
  cough	
  etiquette,	
  4)	
  safe	
  injection	
  practices,	
  
and	
   5)	
   safe	
   handling	
   of	
   potentially	
   contaminated	
   equipment	
   or	
   surfaces	
   in	
   the	
   patient	
  
environment.	
  
	
  
III.	
  PROGRAMS	
  
	
  
A.	
  Education	
  and	
  Preventive	
  Strategies	
  
	
  
	
  
1.	
  	
   Hepatitis	
  B	
  information	
  and	
  education,	
  with	
  particular	
  focus	
  on	
  the	
  prevention,	
  
magnitude	
   and	
   impact	
   of	
   the	
   disease,	
   shall	
   be	
   conducted	
   through	
   information	
  
dissemination,	
  counselling	
  or	
  lectures	
  led	
  by	
  the	
  Health	
  and	
  Safety	
  committee.	
  
	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

37	
  

	
  

	
  

	
  

	
  

	
  

2.	
  All	
  employees	
  are	
  encouraged	
  to	
  be	
  immunized	
  against	
  Hepatitis	
  B	
  after	
  securing	
  
clearance	
  from	
  their	
  physician.	
  	
   	
  
	
  
3.	
  Workplace	
  sanitation	
  and	
  proper	
  waste	
  management	
  shall	
  be	
  regularly	
  monitored	
  
by	
  the	
  Health	
  and	
  Safety	
  committee.	
  
B. Non-­‐discrimination	
  and	
  Confidentiality	
  
	
  
1. There	
  shall	
  be	
  no	
  discrimination	
  of	
  any	
  form	
  against	
  employees	
  on	
  the	
  basis	
  of	
  
their	
  Hepatitis	
  B	
  status.	
  Employees	
  shall	
  not	
  be	
  discriminated	
  against,	
  from	
  pre	
  
to	
  post	
  employment,	
  including	
  hiring,	
  promotion,	
  or	
  assignment	
  because	
  of	
  their	
  
hepatitis	
  B	
  status.	
  
	
  
2.	
   Persons	
   with	
   Hepatitis	
   B	
   related	
   illnesses	
   may	
   work	
   provided	
   they	
   are	
   medically	
  
certified	
  fit	
  to	
  work.	
  
3. Applicants	
   and	
   employees’	
   Hepatitis	
   B	
   status	
   and	
   other	
   related	
   medical	
  
information	
  are	
  confidential,	
  any	
  disclosure	
  thereof	
  shall	
  be	
  on	
  a	
  voluntary	
  basis.	
  
Access	
  to	
  personal	
  data	
  relating	
  to	
  employee’s	
  Hepatitis	
  B	
  status	
  shall	
  be	
  strictly	
  
limited	
   to	
   medical	
   personnel	
   and	
   the	
   Health	
   and	
   Safety	
   committee.	
   	
   Co-­‐
employees	
   may	
   not	
   compelled	
   to	
   reveal	
   any	
   related	
   information	
   about	
   their	
  
fellow	
  employees.	
  	
  
	
  
C. Work-­‐Accommodation	
  and	
  Arrangement	
  
	
  
As	
   far	
   as	
   practicable	
   and	
   subject	
   to	
   business	
   requirements,	
   the	
   Company	
   may	
  
consider	
   providing	
   flexible	
   leave	
   or	
   work	
   arrangements	
   for	
   employees	
   afflicted	
  
with	
  Hepatitis	
  B	
  positive	
  or	
  with	
  Hepatitis	
  B	
  -­‐	
  related	
  illnesses.	
  
	
  
D. Screening,	
  Diagnosis,	
  Treatment	
  and	
  Referral	
  to	
  Health	
  Care	
  Services	
  
1. The	
   Company	
   shall	
   refer	
   and	
   provide	
   access	
   to	
   diagnostic	
   and	
   treatment	
  
services	
   for	
   employees	
   for	
   appropriate	
   medical	
   evaluation/	
   monitoring	
   and	
  
management.	
  
	
  
2. Employees	
   shall	
   comply	
   with	
   the	
   standard	
   precaution	
   and	
   the	
   	
   	
   preventive	
  
measures.	
  
3. Employees	
   with	
   Hepatitis	
   B	
   may	
   inform	
   the	
   health	
   care	
   provider	
   or	
   the	
  
company	
   nurse	
   on	
   their	
   Hepatitis	
   B	
   status,	
   especially,	
   if	
   their	
   work	
   activities	
  
may	
   increase	
   the	
   risk	
   of	
   Hepatitis	
   B	
   infection	
   and	
   transmission	
   or	
   put	
   the	
  
Hepatitis	
  B	
  positive	
  at	
  risk	
  for	
  aggravation.	
  

	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  	
  
E. Compensation	
  	
  	
  
	
  
Employees	
   shall	
   be	
   provided	
   access	
   to	
   Social	
   Security	
   System	
   and	
   Employees	
  
Compensation	
  benefits	
  as	
  may	
  be	
  provided	
  for	
  by	
  law.	
  
Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

38	
  

	
  
IV.	
  IMPLEMENTATION	
  AND	
  MONITORING	
  
	
  
The	
   implementation	
   of	
   the	
   policy	
   and	
   program	
   shall	
   be	
   monitored	
   and	
   evaluated	
  
periodically	
  by	
  the	
  Health	
  and	
  Safety	
  committee.	
  

Employee	
  Manual	
  Revised:	
  March	
  2015	
  	
  

	
  

39	
  



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