ADDME MARKETING

COMPANY HANDBOOK

AND

EMPLOYEES’ MANUAL
 ABOUT THE COMPANY

ADDME MARKETING is a marketing service provider that caters both in the

international and local markets. It offers variety of marketing services through various
platforms like youtube, facebook, and all other outlets. Its main line of business is to
help authors and book writers make their book more far fetched to reach a much wider
scope of audience through video advertisement and social media trends.
ADDME MARKETING has been in the business for two (2) years and is constantly
making its upward trend not only to provide quality services to its clients but also to
provide full thrust commitment to its employees so that they can maintain professional
upliftment and financial stability.
THE COMPANY EXECUTIVES

Mr. Jayvee Danzel Capuyan

CEO

Ms. Laarni Kyamko

Managing Director

Ms. Thats Bascon

Managing Partner
 THE COMPANY’S VISION STATEMENT

ADDME MARKETING seeks to become the leading international marketing firm that engages in providing
state of the art promotional advertising and campaign.

THE COMPANY’S MISSION STATEMENT

ADDME MARKETING seeks to become a top of a line marketing service provider that serves its clients
with passion and nurtures its employees with compassion.

THE COMPANY’S TAGLIINE

The company, in consonance with its vision and mission statement, and in adherence thereto, shall
adopt the tagline “SERVE WITH PASSION AND WORK WITH COMPASSION”.

THE COMPANY’S GENERAL POLICY

The company adopts the policy of sound professionalism and utmost work ethic and dedication in all
facets of work in all departments and levels within the company.
 CONTENTS AND PURPOSE OF THIS HANBOOK AND MANUAL

This handbook outlines all the policies, rules and regulations necessary to be able to attain quality and
efficiency in all levels of work conducted within and inside the company premises. This handbook and
manual intends to inform all the employees, from the rank and file up to the supervisory level, the
desired norms and conduct that shall be practiced by each and every employee in order to attain the
company’s mission and vision and maintain its integrity and functionality at all times.
 TITLE I

TRAINING AND APPRENTICESHIP

Section 1. Definition of Terms. For purposes of this title and this manual, the following terms shall be
defined as follows:
i. Newly – Hired Employee – shall refer to any natural person who has passed all
necessary pre – employment screening and test conducted by the human resource
personnel or any other company personnel for that matter, and who, after assessment
has been certified as qualified to work for the company;

ii. Training – shall refer to the period by which a newly – hired employee shall undergo a
series of lectures and/or workshops designed to equip him with the knowledge of the
products and services and the skill necessary to manipulate company tools needed for
his job;

iii. Apprenticeship – shall refer to the period immediately after training where the newly –
hired employee commences to perform the necessary tasks included in his job
description with the assistance and/or prodding of his trainer/mentor and/or other
employees;

iv. Trainee – shall refer to any newly – hired employee who is currently undergoing
training;

v. Apprentice – shall refer to any newly – hired employee who is currently undergoing
apprenticeship.

Section 2. Period of Training. The training period shall commence from the day the newly – hired
employee is asked to report for work and shall end within the period specified under his training
contract.

The day of the commencement of the training shall be discretionary upon the head of the
department and shall be dependent upon the availability of materials and necessary resources. Training
hours may vary provided that any change shall be communicated to the trainee at least Twenty- Four
(24) hours before the next scheduled training. Provided further, that the next training session shall not
begin in less than twelve (12) hours after the previous training session ended.

Section 3. Training Requirements. The trainee shall, during the duration of the entire training period,
endeavor to obtain the following:

i. 95% attendance
ii. Zero (0) to three (3) tardiness but in no case shall tardiness exceed a total grace period
of 20 minutes, whichever occurs first.
iii. 85% accumulated mark on all assessments, exams, and performance appraisals.

Section 4. Training Norms and Conduct. In addition to the above – mentioned requirements, the trainee
shall likewise abide with the company policy provided under this handbook.
Section 5. Termination of Training. Termination of Training shall be effected only upon showing that the
trainee fails to meet or cannot meet all the requirements set fort under Section 3 hereof and/or failure
to adhere to the norms set under Section 4 of this title.

Section 6. Extension of Training. In lieu of Termination of training, a trainee, upon discretion of the
trainer, may be placed under extended training in order to cope up with the deficiencies under Section 3
or as part of company goodwill and compassion, be given the opportunity to keep bond with Section 4
hereof.

Extension of training shall be extended and many number of times as the trainer may deem it proper
and necessary, provided, that each extension not exceed more than what the trainee should cover and
provided further that the accumulated extensions shall not exceed one month.

Extension of training shall be of no prejudice to future termination of training upon showing that the
trainee, despite the allowable extension afforded to him, continuously failed to meet the expected
requirements and/or failed to practice the necessary norm of conduct expected of him.

Extension of training cannot be availed of by any trainee who commits a terminable offense under the
provisions of this handbook.

Section 7. Apprenticeship. Upon satisfactorily complying with the training requirements provided under
Sections 3 and 4 hereof, and upon endorsement by the trainer, a trainee shall be eligible for
apprenticeship as defined under Section 1 hereof.

Section 8. Apprenticeship norms and conduct. An apprentice shall be covered by the company’s policy
provided in this handbook.

Section 9. Apprenticeship Requirements. The apprentice, shall, during the duration of his apprenticeship
period, endeavor to meet desired metrics as required by the company and/or by the manager or
supervisor of the department into which he or she is assigned.

Section 10. Termination of Apprenticeship. Termination of Apprenticeship shall be effected only upon
showing that the apprentice fails to meet or cannot meet all the requirements set forth under Sections 8
and 9 of this title.

Section 11. Extension of Apprenticeship. In lieu of Termination of Apprenticeship, an apprentice, upon

discretion of the manager or supervisor of the department where he or she is assigned, may be placed
under extended apprentice in order to cope up with the deficiencies under Section 9, or as part of
company goodwill and compassion, be given the opportunity to keep bond with Section 8 hereof.

Extension of apprenticeship may be extended as many number of times as the manager or supervisor
may deem it proper and necessary, provided, that each extension not exceed more than what the
apprentice should cover and provided further that the accumulated extensions shall not exceed one
month.

Extension of apprentice shall be of no prejudice to future termination of apprentice upon showing that
the apprentice, despite the allowable extension afforded to him, continuously failed to meet the
expected requirements and/or failed to practice the necessary norm of conduct expected of him.
Extension of apprenticeship shall not be availed and/or granted to any apprentice who commits any
terminable offense provided in this handbook.

TITLE II

GENERAL SCOPE OF EMPLOYMENT

Section 1. Definition of Terms. For purposes of this title and this manual, the following terms shall be
defined as follows:

i. Employee – refers to the manpower resources, regardless of employment status, working

for and in behalf and under the direct control and supervision of Add Me Marketing. This
does not include persons employed under service contract agreement who are directly hired
by a third party company;

ii. Period of Employment – refers to the period by which an employee works under Add Me
Marketing. This period shall begin from the first day that the employee is required to report
as trainee.

iii. Probationary Employee – refers to an employee whose period of employment is less than six
months.

iv. Regular Employee – refers to an employee whose period of employment with Add Me
Marketing is six months or more.

v. Part – time Employee – refers to an employee who ,under the terms and contract of
agreement with the company, renders less than 8 hours of work a day.

vi. Full Time Employee – shall refer to an employee, who ,under the terms and contract of
agreement with the company, renders at least 8 hours of work a day, on a schedule fixed
and determined by the company.

Section 2. Mandatory and statutory benefits for probationary employees shall not be given unless the
employee has passed the training period.

Section 3. All regular and probationary employees shall be entitled to any and all company-initiated
benefits and incentives. Entitlement of part – time employees to any and all company – initiated
benefits and incentives shall depend upon the sound discretion of the company.

Section 4. All employees, regardless of status, shall be entitled to all government mandated benefits and
incentives.
 TITLE III

WAGES, INCENTIVES, COMPENSATION AND ALLOWANCES

Section 1. Definition of Terms. For purposes of this title and this manual, the following terms shall be
defined as follows:

i. Wage – refers to the daily rate that an employee receives as renumeration for his work done
on an 8 – hour basis. For purposes of this title, and in compliance with the National Internal
Revenue Code, night differentials and overtime pay shall be deemed part of wage.

ii. Incentives – refers to any monetary or in-kind gifts given to any employee who meets any
company standards or anything given as a means of rewarding an employee for any
exemplary performance done by him. This include but is not limited to spiffs and
commissions.

iii. Benefits – refers to any grant entitlement by reason of employment.

iv. Allowances – refers to any additional compensation received by any employee as

compliment to and in augmentation to the wage received by him by reason of any factors or
circumstances that may affect his employment.

Section 2. Wages. Every employee shall be entitled to payment of wages commensurate to his work as
may be deemed appropriate by the company. Wages for trainees may differ.

Section 3. Withholding Tax on Wages. In pursuant to The Tax Reform Acceleration and Inclusion Law,
(TRAIN Law), employees earning wages less than or equal to Twenty Thousand Pesos (Php 20,000) shall
be exempt from any withholding taxes. Employees earning more than the amount specified herein shall
be subject to withholding tax, in pursuant to the TRAIN Law.

Section 4. Tax Free Allowances. All allowances provided for by the company shall be tax exempt,
regardless of any amount. Training allowances may differ from regular allowances received by other
employees.

Section 5. Tax Deductions on Incentives. Incentives such as commissions, which shall exceed an
accumulated value of Eighty – Two Thousand Pesos (Php 82,000.00), shall be subject to tax deductions.

Section 6. Government Mandated Benefits. All full-time employees shall be subjected to government
mandated benefits, including SSS, PHIC and HDMF.

Section 7. Wage Payment. Payment of wages shall be made bi-monthly. The first half shall be paid the
15th of each month, or in case the 15th falls on a non-working holiday or on a non-working day, on the
working day immediately preceding it. The next half shall be paid on the last day of the month, or in case
the last day falls on a non-working holiday or on a non-working day, on the working day immediately
preceding it.

Section 8. Wage Components. Wage includes night differential, and in appropriate cases, overtime pay
and holiday pay.
Section 9. Allowable Wage Deductions. Tardiness, absences, payment of lost or destroyed company
equipment, government benefits, taxes and payment of company loans and dues shall be deductible
from the wage.

Deductions for tardiness shall not commence unless the employee has accumulated a total of 20
minutes in one payroll period. However, if the employee shall exceed the allowable grace period of 20
minutes, a catch all deduction shall be imposed.

Section 10. Wage Computation. The basic wage computation shall be as follows:

Daily Wage:
𝑏𝑎𝑠𝑖𝑐 𝑠𝑎𝑙𝑎𝑟𝑦
22
Hourly Wage:
𝑑𝑎𝑖𝑙𝑦 𝑤𝑎𝑔𝑒
8

Wage per minute:

ℎ𝑜𝑢𝑟𝑙𝑦 𝑤𝑎𝑔𝑒
60

Section 11. Net Wage. Net Wage is the result after deducting the allowable deductions from the wage
components.

Section 12. Holiday Pay. Holiday Pay shall be computed as follows:

a. For special non – working holidays, a holiday premium equivalent to 30% of the actual work
hours shall be paid on top of the basic wage.

b. For regular holidays, a holiday premium of 100% of the actual work hours shall be paid on
top of the basic wage.

Section 13. Overtime Pay. Overtime Pay shall be 10% of the daily rate for each overtime hour worked.

Section 14. Night Differential. Night Differential shall be 10% of the hourly rate for each hour covered
from 10 PM to 6 AM.

Section 15. No overtime payment policy. Managers, team leaders, supervisors and other company
personnel doing managerial works are not entitled to any overtime pay.

Section 16. Wage Increase. Any company initiated wage increase may be dependent on factors such as
but not limited to performance, workload, company income and company revenue. Wage increase,
may, upon company discretion be individual or by class or department or group.
Section 17. RTWPB Increase. In case a wage increase mandated by the Regional Tripartite Wage and
Productivity Board (RTWPB) comes simultaneously with a company initiated increase, the lower increase
shall be off set by the higher increase, unless otherwise specified by the company or any future law
enacted in contemplation of the situation herein.

Section 18. 13th month pay. Every employee, regardless of status, shall be entitled to a 13th month pay in
accordance with the 13th month pay law.

TITLE IV

PROFESSIONALISM

Section 1. Every employee shall conduct themselves in a manner that is desirable and becoming of their
job. Any undesirable conduct or behavior shall be dealt with accordingly.

Section 2. Scope of Professionalism. The following shall be covered by the term professionalism for the
purposes of this handbook:

a. Treatment of Co-employees and co-workers;

b. Schedule adherence;
c. Proper notification;
d. Orderly Behavior;
e. Protocol Adherence;
f. Obedience to superior

Section 3. Treatment of Co-Workers and Co – employees.

a. Every employee shall treat each and every other employee with dignity and respect.
Profanity of language, Abusive Conduct, Grossly Improper actuations and actions directed
towards a fellow employee shall not be countenanced.

b. No employee shall be demeaned for reasons of his religion, sexual preference, moral and
secular beliefs, intra-personal deportment, physical defects and other personal
circumstances.

c. Every employee shall respect the privacy of his co-employee. No one shall mingle with his
family affairs or shall cause him to be alienated from his friends or co-employees.

d. No employee shall direct any assault, and serious threatening behavior or remark towards
any employee, nor shall any employee cause any provocative actuations against his fellow
employee.

Section 4. Risk Employee. Any employee who is proven to have performed any of the prohibited acts
under Section 3 hereof shall be, after due process and hearing, considered as risk employee and shall be
sanctioned in accordance with this handbook’s provision on SANCTIONS.
Section 5. Schedule Adherence.

a. Every employee, except part – time employees, who, does not follow any particular work
schedule, shall report for work and be in the office on or before their scheduled time of
work and shall be at work, except during coffee breaks and bio breaks, until the specified
time they are scheduled to end their work.

b. Schedule adherence shall include client’s deadlines for completion of work. Every employee,
in the absence of any reasonable grounds or excuse, shall endeavor to complete and finish
client’s projects on time.

c. Every employee shall follow their designated break schedules, if there be any. Provided, if
there be none, they shall not exceed the allowable period granted for such breaks.

Section 6. Inadherent Employee. Any employee who is proven to have performed any of the prohibited
acts under Section 5 hereof shall be, after due process and hearing, considered as inadherent employee
and shall be sanctioned in accordance with this handbook’s provision on SANCTIONS.

Section 7. Proper Notification. The following shall constitute this section:

a. Proper Notification shall refer to a process whereby an employee informs his superior or the
Human Resource Officer of his impeding absence or tardiness or failure to report for work,
including reasons thereof.

b. Any employee who intends to be absent or tardy, or has or is encountering any impediment in
reporting for work, in full or in part, shall notify his superior or the HR Officer of his absence or
failure to report on time, using the recommended means of notification such as through text,
call or call and directed to the proper number recipient. He shall include his reason for his
absence or failure to report on time.

c. Each absence or failure to work on time that falls outside the 12 – hour window, which shall
begin at the end of the previous shift up to the start of the next shift, shall require proper
notification.

For purposes of this handbook, an employee is considered tardy if he comes to work 20 minutes
after the start of his scheduled shift.

d. All notifications shall be done, in cases of anticipated absence, 2 hours before shift and in case
of unanticipated absence on serious emergency grounds, anytime during shift. Notifications for
tardiness shall be made at least 15 minutes before shift.

Section 8. Improper Notifier. Any employee who makes a notification but not in the prescribe manner
shall, after due process and hearing, be considered as improper notifier and shall be sanctioned in
accordance with this handbook’s provision on SANCTIONS.
Section 9. NCNS Employee. Any employee who fails to notify the company of his absence shall, after due
process and hearing, be considered as NCNS (No Call No Show) employee and shall be meted the
penalty provided for under the provisions on SANCTIONS.

Section 10. Exemptions. In special emergency cases, such as life – and – death situations, NCNS may,
upon sound discretion of the company, be waived. Provided, that the employee concerned shall present
proper documents upon return for work.

Section 11. Three (3) consecutive NCNS shall subject the employee to the back to work procedures
outlined under SANCTIONS in this handbook.

Section 12. Orderly Behavior. Orderly Behavior shall cover the following:

a. Quarrels, fights and any disturbing affrays involving bodily or physical harm shall not be
countenanced, whether outside or inside the office premises, provided that the cause
thereof is office or work related.

b. Shouting, loitering, making of boisterous noises and unsanitary conducts shall be strictly
prohibited.

c. Smoking shall be done in designated areas and during breaks only.

Section 13. Disorderly Employee. Any employee who, after due process and hearing, is proven to have
violated Section 12 of this title shall be considered as disorderly employee and shall be meted the
proper penalty provided under the provisions on SANCTIONS on this handbook.

Section 14. Protocol Adherence. The following prohibitions are embodied under protocol adherence:

a. Complaints and grievances shall be coursed through the proper personnel, as may be
provided by any subsequent memorandum intended for the purpose. In the absence of a
grievance committee and procedure, the HR Officer, by default, shall be deemed as proper
personnel. Provided however, that for complaints against the HR Officer, the CEO or the
managing partner or director, whoever is immediately available, shall be the proper
personnel.

b. Observance of proper call flow, as may be established by the Quality Analyst shall, at all
times, be observed.

c. Procedures for filing of leaves of whatever nature shall be strictly adhered to by every
employee.

Section 15. Violations of section 14 shall be meted the proper penalties under SANCTIONS.

Section 16. Obedience to Superior. Every employee shall be bound to obey the orders of his superior.
Provided, that such order be lawful and is within his capacity as superior. Provided further, that such
order shall be within the bounds of the employee’s job description and main job function.
Section 17. Any act of insubordination in violation of the immediately preceding section shall be
penalized under SANCTIONS.

TITLE V

ETHICAL CONDUCT AND STANDARDS

Section 1. This title shall cover the following:

a. Sexual Harassment
b. Acts of Lasciviousness
c. Grossly Immoral Conduct

Section 2. Sexual Harassment. The following are acts of sexual harassment:

a. Any director, CEO, manager, supervisor, trainer, or any other person who, having authority
or moral ascendancy over an employee, makes or offers any sexual favor or proposal as a
condition in the hiring or in the employment, re-employment, regularization, or continued
employment of the said individual.

b. Any director, CEO, manager, supervisor, trainer, or any other person who, having authority
or moral ascendancy over an employee, makes or offers any sexual favor or proposal in
consideration of favorable compensation, terms of conditions, promotions or privileges.

c. Any director, CEO, manager, supervisor, trainer, or any other person who, having authority
or moral ascendancy over an employee, makes or offers any sexual favor or proposal and
the refusal of an employee to grant such favor results in limiting, segregating, or classifying
the employee which in any way would discriminate, deprive or diminish employment
opportunities or otherwise adversely affect said employee or would in any way impair the
employee’s rights and privileges under existing labor laws, or would result in an
intimidating, hostile, or offensive environment for the employee.

Section 3. Acts of Lasciviousness. The following are acts of lasciviousness:

a. Any person who, not falling under those enumerated under the immediately preceding
section, performs any prohibited acts therein enumerated.

b. Any person who performs any act of malicious patching, pinching or brushing any part of his
body into another.

Section 4. Grossly Immoral Conduct. The following acts shall be prohibited:

a. Having an amorous relationship with an employee who is married or known to be married.

b. Performing obscene conduct inside office premises.

c. Performing sexual conduct inside the office premises.

 TITLE VI

INTEGRITY AND WORKMANSHIP

Section 1. No employee shall use the company to represent him in dealings by which he has no authority
emanating from the company.

Section 2. No employee shall offer services to customers which are not included in the list of service that
the company offers, nor shall any employee promise a future service of which the company has not
contemplated offering or those which have never been in the services that are for sure market
availability and implementation in the future.

Section 3. No employee shall usurp any position by means of representing himself other than what the
company allows him to.

Section 4. Usual exaggerations to promote the company’s products are allowed. Provided, no fraudulent
machinations and exactions are resorted to.

Section 5. Any employee shall be accountable for company money entrusted to him. He shall make an
accounting of whatever expenditures made therefrom together with the proper documents in support
thereof. No employee shall disburse any company fund and appropriate the same for any other purpose
than it is intended.

Section 6. No personal employee expenditures shall be charged against company funds without the
company’s consent.

Section 7. No employee shall manipulate, operate or play his gadgets during work hours.
Communication during emergencies has to be done with approval from the supervisor or manager.

Section 8. All employees shall perform within the standard key performance indicators set forth in this
manual or through memorandums issued by the company for the purpose.

Section 9. No employee service shall be performed and no payment shall be taken out from the client
unless and after the company service contract has been signed by the client.

Section 10. No employee deployed as sales representative shall have the sole power to dictate and
assign specific work to a certain member of a particular department. All projects and work loads shall
pass thorough the head of the appropriate department concerned, who, in turn, shall distribute the
work loads to specific individuals belonging to his department.

Section 11. Follow ups on projects shall be coursed through the appropriate department head. Any
employee who heeds to any unsolicited follow ups shall be meted the appropriate sanction.

Section 12. Faking illness, sickness or ailments shall be prohibited.

Section 13. Use of false documents to justify absences and/or tardiness shall be strictly prohibited.

Section 14. In accordance with Section 5(a) of Title V, three consecutive unexcused absences and/or
tardiness, regardless of whether or not notification is proper, shall be meted the appropriate penalty.
Section 15. Absences and Tardiness shall only be considered valid and excused upon presentment by the
employee of any satisfactory proof for the cause and/or reason of the absence or tardiness. Such proof
may include, but not limited to Authentic Medical Certificates, police report or blotter or barangay
incident report, and the like.

Section 16. Sleeping and or eating during work hours shall be prohibited.

Section 17. No employee shall come to work under the influence of any prohibited drugs or alcohol.

Section 18. Drinking alcoholic beverages and/or using prohibited drugs within the office premises shall
be sanctioned.

Section 19. Tampering of time cards or records and/or falsifying of leave forms shall be dealt with
severely.

Section 20. Forging of signatures of any company employee shall not be allowed.

Section 21. Falsifying and/or creating fake company documents shall be strictly prohibited.

TITLE VII

USE OF COMPANY RESOURCES

Section 1. No employee shall use any company resources for personal means.

Section 2. Any employee who shall cause unintentional destruction or malfunction to any of the
company tools and equipment shall be liable for the replacement thereof.

Section 3. Any employee who shall cause intentional destruction, damage or malfunction to any of the
company tools and equipment shall, in addition to reparation and indemnity for the damages caused, be
subject to appropriate sanction.

Section 4. Browsing of unrelated sites using company resources and during work hours shall be strictly
prohibited.

Section 5. Installation of any data-hacking or virus infested software or devices intended to copy or
distort any company related files shall be prohibited.

Section 6. Copying or transferring of company related files without permission shall not be
countenanced.

TITLE VIII

CONFIDENTIALITY

Section 1. Customer information, profile, access numbers such as social security number, credit card or
debit card number, and other information relevant to customer identity shall be keep confidential at all
times and shall not be divulged, conveyed, transferred or passed on to anyone without the prior written
consent from the manager or CEO.

Section 2. Customer and Company account information shall not be shared, divulged, conveyed,
transferred or passed on to anyone without the prior written consent from the manager or CEO.
Section 3. Proprietary rights pertaining to materials submitted by customers shall be respected and shall
not in any manner be infringed, abridged or interfered with, to the prejudice of the customer.

Section 4. Proprietary rights involving company owned materials shall not in any way be infringed,
abridged or interfered with.

Section 5. Leads, including all its content, shall be owned by the company and shall not be alienated or
disposed off in any unauthorized manner.

Section 6. Company documents shall be used solely for company related transactions. No written or
printed company document or material or any part thereof shall be copied or reproduced to be used for
external purposes or for utilization of other competitor companies and the like.

Section 7. Company trade secrets, strategies, technologies, including products and services shall have
exclusive confidentiality. Strict non-disclosure to third parties, whether affiliate or not, shall be fully
adhered.

Section 8. No employee shall change, alter, tamper or erase any company provided credentials without
permission from the CEO.

Section 9. Disclosure of minutes of company meetings, draft board resolutions, draft sanctions, identity
of whistle blower, and consensus or agreements that, for business purposes, are considered confidential
, without authority, shall not be allowed.

TITLE IX

BOND FOR GOODWILL

Section 1. Any employee, whose employment with the company has effectively ceased, shall surrender
any company material and equipment and all other company owned property to the HR Officer, as an
indispensable requirement for the releasing of his last pay. Failure of the employee to return said
properties shall be a bar to his claim of his last pay without any prejudice to any civil or criminal actions
that the company may institute for their recovery.

Section 2. Any employee, whose employment has effectively ceased, shall not, in any manner, whether
directly or indirectly, work, venture, or be employed in any business or entity who is doing the same line
of business as Add Me Marketing, within two years from the moment his employment from the
company has effectively ceased. Breach of this section shall entitle the company to claim the necessary
damages, as may be granted by the court of law, without prejudice to the filing of necessary legal
actions to protect the company’s interest.
 TITLE X

SANCTIONS AND PENALTIES

Section 1. The following table shall be the basis for the nomenclature of penalties under this handbook:

1ST OFFENSE 2ND OFFENSE 3RD OFFENSE 4TH OFFENSE 5TH AND
SUCCEEDING
OFFENSE
Violations of Final Written One Week Dismissal
Title IV, Reprimand Suspension
Section 3 (a)-
(d)
Violations of Final Written One Week Dismissal
Title IV, Reprimand Suspension
Section 5
Violation of Written Final Written One Week Dismissal
Title IV, Reprimand Reprimand Suspension
Section 7
Violation of One Week Dismissal
Title IV, Suspension
Section 12(a)
Violation of Oral Written Final Written One Week Dismissal
Title IV, Reprimand Reprimand Reprimand Suspension
Section 12 (b)
– (c)
Violation of Oral Written Final Written One Week Dismissal
Title IV, Reprimand Reprimand Reprimand Suspension
Section 14
Violation of Written Final Written One Week Dismissal
Title IV, Reprimand Reprimand Suspension
Section 16
Violation of Dismissal
Title V,
Sections 2 and
3
Violation of One Week Dismissal
Title V, Section Suspension
4
Violation of Final Written One Week Dismissal
Title VI, Reprimand Suspension
Section 1 and
3
Violation of Written Final Written One Week Dismissal
Title Vi, Reprimand Reprimand Suspension
Sections 2 and
4
 Violation of One Week Dismissal
Title VI, Suspension
Sections 5 - 7
Violation of Written Final Written One Week Dismissal
Title VI, Reprimand Reprimand Suspension
Section 8
Violation of Oral Written One Week Dismissal
Title VI, Reprimand Reprimand Suspension
Sections 9 -11
Violation of Dismissal
Title VI,
Section 12 –
13
Violation of One Week Dismissal
Title VI, Suspension
Section 14 and
16 and 18
Violation of Dismissal
Title VI,
Section 17, 19
- 21
Violation of Final Written One Week Dismissal
Title VII, Reprimand Suspension
sections 1, 3
and 4
Violation of Dismissal
Title VII,
Section 5 and
6
Violation of Dismissal
Title VIII

Section 2. In addition to the penalties provided herein, the company shall reserve the right to file the
necessary civil and criminal charges against any employee who is found guilty of violating pertinent
provisions of Titles VI,VII, VIII and IX.

Section 3. Any violation which may not have been included herein shall be treated either as light, less
grave and grave offense, depending upon the nature and extent of such violation, depending upon the
evaluation of the HR Officer.

Section 4. For violations mentioned in Section 3, the following graduation of penalties shall be observed:

a. For light offenses, first violation shall merit written reprimand; second violation, final
written reprimand; third violation, suspension; fourth violation, dismissal.

b. For less grave offenses, first violation shall merit suspension; second violation, dismissal.
 c. Grave offenses shall merit dismissal.

Section 5. Roll Out Period. For purposes of this manual and handbook, roll out period shall refer to the
interval from the commission of the offense until such time that the offense is considered extinguished
and the penalty thereof is considered obliterated.

Section 6. Violations whose first penalty is oral reprimand shall roll out after a period of three (3)
months; Violations whose first penalty is first written reprimand shall roll out after a period of four (4)
months; Violations whose first penalty is final written reprimand shall roll out after a period of six (6)
months; Violations whose first penalty is suspension shall roll out after twelve (12) months.

Violations that merits the penalty of dismissal shall be continuing and shall bar the employee
from further re-application and re-employment with the company.

Section 7. Documentary issuances pertaining to violations and infractions of his handbook shall be
issued within three (3) working days upon the discovery of the infraction. Otherwise, the infraction or
violation shall be deemed to have been condoned and any actions to penalize or sanction the said
infractions shall be deemed to have prescribed.

Section 8. No employee shall be penalized without the due process of law.

Section 9. Employee violations, regardless of whether or not the roll out period for the same has lapsed,
may be used as basis for the company in regularizing and/or granting of company initiated benefits and
allowances to the said employee.

Section 10. Except for violations that warrants the penalty of dismissal, sanction imposed shall not apply
to trainees within their training period. Each violation however, shall be considered as failure to meet
the training requirements provided under Section 4 of Title I of this handbook.

TITLE XI

COMPLAINT MECHANISM AND WHISTLE BLOWER PROTECTION

Section 1. Definition of terms. For the purposes of this title and this handbook, the following terms
should mean as follows:

a. Complaint Mechanism – refers to a system of reporting company violations and the means
of verifying and addressing the same;

b. Whistle Blower – refers to any employee who, by any circumstance, knows, or have known,
witnessed, discovered and/or ascertained that any violation of the company policy have
been committed, and decides to report the same. This excludes supervisors and managers,
who, reports any violation of his subordinates. Supervisors and managers of other
departments who reports a violation of an employee not from his department and/or
anyone not under his direct control and supervision, shall be covered by this definition.

Section 2. Any whistle blower shall enjoy the privilege of anonymity in all stages of investigation of the
company violation being reported.
Section 3. The company, as may be provided by a memorandum or directive directed for the purpose,
may institute and/or grant incentives and special benefits to whistle blowers.

Section 4. The following procedures shall be followed in reporting violations by an employee:

a. First, the whistle blower shall, through personal verbal correspondence, e mail, text
message or written communication, shall report the matter to the HR Officer, together with
the necessary documents for evidentiary purposes;

b. The whistle blower shall execute an affidavit for the purpose of establishing the veracity of
his complaint;

c. The HR Officer, together with the immediate superior and manager of the erring employee,
shall immediately conduct a preliminary investigation and within 48 hours, shall issue a
report of such investigation for the purposes of hearing and perusing the matter at hand,

Section 5. Correspondences made by the whistle blower pertaining to the violation being reported shall
be considered confidential and disclosure thereof shall be penalized under Title VIII, Section 7 of this
handbook.

Section 6. If by any unintended circumstances the identity of the whistle blower is discovered, and the
complaint being reported is directed towards any supervisor or manager, the latter shall be precluded
from issuing any sanctions against the whistle blower until such time the HR Officer shall have made a
resolution pertaining to the complaint.

TITLE XII

MANAGERIAL LEVEL

Section 1. Any person who, by the express provision of their contracts, are designated as supervisors,
managers, line managers, team leaders, assistant managers and the like are considered persons in the
managerial level.

Section 2. Persons in the managerial level may be, as company and business exigencies may necessitate,
required to work beyond 8 hours and may render work during rest days without the benefits provided
under Article 83 – 96 of the Labor Code.

Section 3. Persons in the managerial level shall be considered as the prime promoter of discipline within
the work premises and during work hours. They shall ensure all policies are faithfully complied with by
each and every employee. All complaints of company policy violation shall emanate from them, which
shall then be transmitted to the HR Officer for proper documentation and action. Failure to report,
either negligently or deliberately, any violations shall subject the direct supervisor of the erring
employee to a penalty of one week suspension for the first offense, and dismissal for the second
offense.

Any person in the managerial level who deliberately obstructs, in any manner, the process of issuing
sanctions and/or executing the necessary penalties for violations shall be meted the penalty of
dismissal. This shall not include however, pleas and prayers for the reconsideration of the company
decision in meting such penalty for the erring employee.
 TITLE XIII

TERMINATION OF EMPLOYMENT

Section 1. An employee may be terminated voluntarily or involuntarily.

Section 2. Voluntary termination of employment consists of an employee’s resignation duly received

and approved by the company.

Section 3. Involuntary termination of employment shall refer to any or all of the following grounds
enumerated herein below:

a. Just cause;
b. Authorized cause;
c. Health Reasons;

Section 4. The company may terminate an employment for any of the following causes:

a. Violations of the terms of the company manual which carries a penalty of dismissal;
b. Fraud or willful breach by the employee of the trust reposed in him by his employer;
c. Commission of a crime or offense by the employee against the person of his employer or
any immediate member of his family or his duly authorized representative.

Section 5. Any employee whose employment has been terminated for a just cause shall not be entitled
to a separation pay.

Section 6. Authorized Causes. The company may also terminate the services of an employee due to the
installation of labor-saving devices, redundancy, retrenchment to prevent losses or the closure of the
establishment.

Section 7. Health Reasons. The company may also terminate the services of an employee who is found
to be suffering from any disease and whose continued employment is prohibited by law or is prejudicial
to his health as well as to the health of his co employees.

Section 8. Resignation by an employee shall be made by rendering a written notice and duly received by
the employer at least one month in advance. An employee who gives no such notice may be liable for
damages.

TITLE XIV

EMPLOYEE REGULARIZATION

Section 1. Employees who have shown satisfactory performance as adopted by company standards,
may, on the day of his sixth month of employment, be conferred a regular employment status by the
company.

Section 2. The company shall adopt a comprehensive performance appraisal scheme to ensure the
fitness and qualification of an employee for a regular employment status.

Section 3. The number of violations or infractions of an employee shall be one of the factors to be
considered for his regularization and shall be accorded substantial weight.
 TITLE XV

PROBATIONARY EMPLOYMENT

Section 1. A probationary employee may not be entitled to some benefits accorded only for regular
employees.

Section 2. No probationary employee shall be entitled to any promotion, unless lack of human resources
fit and capable to perform and fill in the vacancy arises.

Section 3. Probationary employment shall cover every employee who has been employed in the
company for less than six (6) months.

Section 4. Probationary employees shall enjoy employee benefits mandated under the labor code.

TITLE XVI

PART – TIME EMPLOYMENT

Section 1. Part – time employees shall enjoy open schedules, except when so required by the company
for exigent necessities.

Section 2. Part time employees shall also be entitled to the benefits afforded to an employee without
regard to status under the labor code.

Section 3. No diminution of benefits and salary downgrades shall be allowed within the term of
employment. The company, may, at its own discretion, exclude the employee form any incremental
increase of salaries afforded to regular employees.

TITLE XVII

GENERAL PROVISIONS

Section 1. The company hereby adopts the generally accepted principles of Philippine Labor Laws. All
provisions in the labor code is hereby deemed incorporated herein.

Section 2. The company adopts the basic principle of non – impairment of obligations of contracts.

TITLE XVIII

TRANSITORY PROVISIONS

Section 1. All company memoranda and circulars issued by the company prior to the approval and
adoption of this handbook and manual which are inconsistent or repugnant hereof are hereby
invalidated and nullified.

Section 2. All company memoranda and circulars issued by the company prior to the approval and
adoption of this handbook and manual which are consistent with the provisions of this handbook and
manual are hereby considered part hereof and shall have suppletory application herein.
 TITLE XIX

AMMENDMENTS AND REVISIONS

Section 1. All amendments to this handbook shall be done through a board resolution and issued
through a memoranda or circular.