2.

5 Business policy
2.5.1 Equal Opportunity Policy
Merchandising Company Kingdom actively pursues equality of opportunity both
in the provision of services to the public and as an employer. The company safeguards
all employees, customers, contractors and who come into contact with the company and
make sure that they will be treated, equally, with fairness and consistency.The company
will make reasonable accommodations for qualified individuals with disabilities unless
doing so would result in an undue hardship. All employees have a personal
responsibility for the practical application of this policy in their day-to-day activities and
must support the policy at all times .Non-compliance with this policy will be treated
seriously and will not be tolerated. Furthermore, the company ensures that no
requirement or condition be imposed without justification which could disadvantage
individuals on any of the above grounds.
This policy applies to all terms and conditions of employment, including, but not limited
to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence,
compensation, and training.
Work Environment
XYZ Merchandising Company insists that all individuals be treated with respect and
dignity. The Company ensures to create a productive and safe working environment
that promotes diversity and inclusion in their workforce. Each individual should be able
to work in a professional atmosphere that promotes teamwork and attainment of
companys goals. Improper interference with the ability of XYZs employees to perform
their expected job duties is unacceptable and unprofessional. The companys work
environment extends to all XYZs facilities and any setting outside the workplace where
individuals who work with or for XYZ are gathered, such as business trips, customer-site
visits, conferences, and social events.
Sexual Harassment
The purpose of this policy statement on sexual harassment is to establish clearly and
unequivocally that the company prohibits sexual harassment by and of its employees.
No employee, either male or female, should be subjected to unsolicited or unwelcome
sexual advances, requests for sexual favors, and all other verbal or physical conduct of
a sexual nature.
Sexual harassment may take many forms, including, but not limited to:
verbal teasing or abuse of a sexual nature;
inquiries about sexual activities, sexual orientation and gender identity;
subtle pressure or abuse of a sexual nature;
inappropriate, unwelcome and unnecessary touching of an individual, for
example, grabbing, patting, pinching, hugging, repeatedly brushing against
another employees body or impeding the movement of another person;
offensive sexual flirtation, advances, or propositioning, including suggestive looks
or gestures;
sexually graphic verbal commentaries or jokes made in any medium;
sexually degrading words used to describe an individual;
or the offensive display in the workplace of sexual or pornographic objects,
pictures or writings.
Racial/Ethnic Discrimination and Harassment
The purpose of this policy statement on racial/ethnic discrimination and harassment is
to establish clearly and unequivocally that XYZ prohibits racial and ethnic discrimination
by and of its employees. No employee, regardless of race or ethnicity, should be
subjected to racially or ethnically offensive, hostile, or intimidating conduct either verbal
or physical.
Racial/ethnic harassment may take many forms, including, but not limited to:
menacing behavior, words, or symbols directed at persons of a particular race or
ethnicity;
displaying, distributing or otherwise communicating anything offensive in any
medium which focuses on race or ethnicity;
making critical or mocking comments about racial or ethnic characteristics, such
as voice, accent, physical features, hair texture, or manner of dress;
perpetuating or promoting racial/ethnic stereotypes, such as assumptions about
likes and dislikes based on race or ethnicity;
assigning persons to an isolated or separate work area based on their race or
ethnicity;
basing overtime assignments on race or ethnicity.
Other Illegal Harassment
In addition to racial and ethnic harassment, XYZ recognizes that other forms of unlawful
harassment exist. Such unlawful harassment may target persons because of their
religion, sexual orientation, gender, marital status, pregnancy, genetic information,
citizenship status, age, disability, veteran status, or other factors. The company
promotes an actively demonstrated Group's diversity policy and practices and will not
tolerate misconducts.
Other Inappropriate or Unprofessional Conduct
XYZ also prohibits conduct by or toward any employees, coworkers, supervisors,
managers, customers, vendors, contractors, visitors, or others who conduct business
with the company that is inappropriate in a work environment or is considered
unprofessional. Such conduct includes behaviors that improperly interfere with the
ability of XYZs employees to perform their expected job duties.
Complaints
Any employee who feels that he or she has grounds for complaint in relation to bullying,
discrimination, harassment or victimization has the right to pursue the complaint through
the Group's grievance procedure.Employees/ Customers who feel they have grounds
for complaint may pursue these through the customer complaints procedure. Although
XYZ encourages you to express your concerns directly to the offending person, if, in
your judgment, informal, direct communications between individuals is ineffective or
impossible, you should immediately communicate your problem to Management or
Human Resources. To do so, promptly report the incident to your Manager or another
management employee (ideally within 48 hours of the occurrence), who will investigate
the matter and take appropriate action.
If you believe it would be inappropriate to discuss the matter with your Manager, you
may report it directly to higher-level management in your organization. The person, to
whom you report the conduct, will promptly cause an investigation to be undertaken.
XYZ will endeavor to protect the privacy of both the complainant and the accused and to
keep the investigation confidential to the extent practical and appropriate under the
circumstances.
2.5.2 Hiring Policy
2.5.2.1 Hiring Process
XYZ Merchandising believes that hiring qualified individuals to fill positions contributes
to the overall strategic success of the company. The company makes selection based
on a combination of the applicants skills, competencies, experience, passion,
motivation and potential. Each employee, while employed, is hired to make significant
contributions to XYZ. The application process for most positions will take one to three
days to complete. Initial screening (computer and aptitude tests) and behavioral
interviews are usually done on the same day and take two to four hours. Positions
which require technical skills or are supervisory may take longer to process. We also
guarantee that application will be treated confidentially and impartially.

In hiring the most qualified candidates for positions, the following hiring process should
be followed.
Personnel Requisitions
Personnel requisitions must be completed to fill XYZs positions. Requisitions must be
initiated by the department supervisor/manager, approved by the division vice president
and then forwarded to the human resource (HR) department.
Personnel requisitions should indicate the following:
Positions hours/shifts.
Exempt or nonexempt status of the position.
Reason for the opening.
Essential job functions and qualifications (or a current job description may be
attached).
Any special recruitment advertising instructions.
Job postings
All regular exempt and nonexempt job openings are posted on XYZs intranet and
bulletin boards for employees to review. Jobs will remain posted until the position is
filled. Job postings are updated every end of the week.

Internal transfers
Employees who have been in their current position for at least one year may apply for
internal job openings. This requirement may be waived with the consent of the
employees manager and the HR department.
Employees must complete the Internal Job Opening Request Form. The form must be
completed and submitted to the HR department within one week after the job is posted.
All applicants for a posted vacancy will be considered on the basis of their qualifications
and ability to perform the job successfully. Internal candidates who are not selected will
be notified by the HR department. After a transfer to a new position, employees will
begin a probationary period for the new position.
Recruitment advertising
Positions are advertised externally based on need and budget requirements. The HR
department is responsible for placing all recruitment advertising.

Interview Process
The HR department or the hiring manager will screen applications and resumes prior to
scheduling interviews. Initial interviews are generally conducted by the HR department
and the hiring manager.The aim of this interview is to understand your career interests,
your educational background, skills, competencies and experience, and what motivates
you to succeed at work.During those interviews, applicants will be asked specific
questions about those competencies (both technical and behavioral) which are linked to
the core job requirements.

Team interviews may be conducted as needed for some positions. If a team interview is
conducted, a structured interview process is recommended. Interview questions should
be compiled by the interviewing team and reviewed by the HR department prior to the
interview. After the team completes the interview process, the results of the interview
should be forwarded to the hiring manager/supervisor for review. The hiring manager or
supervisor has the authority to make the hiring decision.

Supervisors must use the applicant summary tracking form and notify the HR
department of all interviews conducted. All applications and resumes of applicants not
selected must be forwarded to the HR department for retention.

The HR department will notify applicants who are not selected for positions at XYZ
Merchandising Company.

Reference checks, criminal background checks, and drug and alcohol testing
After a decision has been made to hire a particular candidate, an offer will be made to
that individual contingent on satisfactory completion of reference checks and criminal
background checks.The HR department will check references for all candidates and
contact final candidates to complete a pre-employment drug and alcohol screen.

Selection decision and Job offers
Our selection panel will identify the most qualified candidate for the post. Once the
candidates have been selected for the position; the HR representative will send a
comprehensive employment offer. Human resources and line manager will remain in
close contact with the selected applicant until first day at XYZ.
If the HR department receives satisfactory results from the reference checks, criminal
background check, and the drug and alcohol screen, it or the hiring manager/supervisor
will notify the candidate to confirm the job offer.

Initial start date and orientation
On an employees start date, the employee will complete required paperwork and an
orientation with the HR department. The new employees manager or supervisor is
responsible for providing a department orientation for the new employee which aims to
help all new employees settle into their roles in a way that sets them up for success and
allows them to become productive members of the company as quickly as possible.

The employees supervisor will complete the New Hire Checklist with new employees
and review department policies and procedures.

2.5.2.2 Status of Employment
An employment contract is for:
1. Regular or Permanent Employment.
This is given to an employee who has satisfactorily passed the probationary period after
6 months. Managers, by virtue of the positions they occupy, may be hired as regular or
permanent employees. Those hired as regular employees are entitled to performance
appraisal only after one (1) year of service or even prior thereto, at the sole discretion of
Management for meritorious reasons or when the interest of the Company so requires.
2. Probationary Employment
This is given to a newly hired employee. The standard probationary period is six (6)
months. The employee's performance during this probationary period will be reviewed
before the end of 6 months. A probationary employee may be terminated anytime for
valid reasons as stipulated in the Code of Conduct and in accordance with the Labor
Code.
3. Temporary or Contractual Employment
This is given to those who are hired for occasional or seasonal work covering a limited
period of time, or those employed as a temporary replacement for a regular employee
on leave, or for specific projects with a definite term through designated employment
agencies. If a contractual status of employment is converted from temporary to
probationary, he must undergo a probationary employment of 6 months.
Employment of Relatives
It is the policy of XYZ Merchandising to hire the best qualified candidate for each job
opening. It is the goal of XYZ to place individuals into jobs/departments in which they
can make the most effective contribution to the success of. Relatives of active XYZ
employees will not be given special consideration.
Outside Employment
The Company does not allow its officers and employees to engage in outside
employment particularly those that directly conflict with the Companys interest and/or
those that conflict with its official working hours while in the employ of XYZ.
2.5.2.3 Personnel Movement
1. Promotion
This is the movement of an employee to a higher position or level. Promotion shall be
based on efficiency, education, experience and seniority.
2. Lateral Transfer
This is the movement of an employee from one job to another within or outside of
department without change in level and salary. Transfers may be initiated by either
Management or the employee.
3. Suspension
Suspension is a temporary cessation of employment of an employee as a result of a
disciplinary action for an offense committed, in accordance with the provisions of the
XYZs Code of Conduct and Discipline.


4. Separation from Employment
Separation from employment is the permanent cessation of the employer-employee
relations which may be initiated by the employee, by management or by reasons or
causes not directly attributed to either of the two, within the limits of the Labor Code.
Situations under which separation from employment occurs may be due to but not
limited to the following:
Voluntary Resignation
Permanent and total disability
Unsatisfactory performance during probation
Retirement
Death
Termination for cause
5. Retirement
Employees who have reached the age of 60 years or more but not beyond 65 years old
shall receive a retirement pay. The minimum retirement pay is one-half (1/2) month
salary for every year of service.
6. Resignation
XYZ requires prior notice of thirty (30) days from employees who intend to resign to give
ample time to look for qualified replacements.
7. Termination
Voluntary Terminations
A voluntary termination of employment occurs when an employee informs his or her
supervisor of the employees resignation or when an employee is absent from work for
three consecutive workdays and fails to contact his or her supervisor (job
abandonment).
Procedures
Employees are requested to provide a minimum of two weeks notice of
their intention to separate from the company to allow a reasonable amount
of time to transfer ongoing workloads. The employee should provide a
written resignation letter or notification to his or her manager.
Upon receipt of an employee's resignation, the manager will notify the
human resource (HR) department by sending a copy of the resignation
letter or notification to HR and any other pertinent information (e.g.,
employees reason for leaving, last day of work).
The HR administrator or branch manager will coordinate the employees
out-processing. This process will include:
The employees returning all company property (e.g., keys, ID cards,
parking passes).
A review of the employees post-termination benefits status.
The employees completion of an exit interview. The exit interview
provides employees with the opportunity to freely express views about
working at XYZ, and the employees comments during the exit interview
will be kept confidential. HR will compile data from exit interviews to
determine if feedback to the head of the employees department or other
members of management is necessary.
The employees manager will complete a Supervisory Termination
Summary and deliver the completed form to HR.
Employees who possess a security clearance must meet with the security
officer for a debriefing no later than their last day of employment.
Involuntary Terminations
An involuntary termination of employment, including layoffs of over 30 days, is a
management-initiated dismissal.
The inability of an employee to perform the essential functions of his or her job with or
without a reasonable accommodation may also result in an involuntary termination. An
employee may also be discharged for any legal reason, e.g., misconduct, tardiness,
absenteeism, unsatisfactory performance or inability to perform.
In some cases progressive discipline may be used, prior to termination, to correct a
performance problem. However, certain types of employee misconduct are so severe
that one incident of misconduct will result in immediate dismissal without prior use of
progressive discipline.
Procedures
Before any action is taken to discharge an employee, the employees
manager must request a review by the termination review board, which
consists of the president, the vice president of HR and the employees
department head.
The termination review board will be responsible for reviewing the
situation and determining if discharge is warranted. If the board
recommends discharge, the employees manager and an HR
representative will notify the employee. The employees manager should
complete an Employee Change Form or e-mail HR to confirm the last day
worked by the employee.
Death of an Employee
A termination due to the death of an employee will be made effective as of the date of
death.
Procedures
Upon receiving notification of the death of an employee, the employees manager
should immediately notify the benefits administrator.
The benefits administrator will process all appropriate beneficiary payments from
the various benefits plans.

2.5.3 Work Schedule Policy
A. Regular Work days and Hours
1. Office Mondays through Fridays from 8:00am to 5:00pm
2. Lunch break from 12:00nn to 1:00pm or as scheduled by the Department Heads
(related to customer service transactions)
3. Coffee break for 15 minutes each in the morning & in the afternoon to be
scheduled as follows:
3.1 Morning break - 10:00 am-10:15 am; 10:15am -10:30 am
3.2 Afternoon break - 3:00 pm -3:15pm; 3:15pm-3:30pm

2.5.4 Performance Evaluation Policy
1. Performance Evaluation System
At XYZ Merchandising, performance feedback is a continuous process. Only by
knowing where you stand with respect to job performance will one be able to improve
himself/herself. Periodic performance evaluation will be undertaken to assist employees
their professional development and growth in XYZ. It will also be used to determine
merit increase objectively and equitably, and serve as basis for appropriate personnel
action. The system allows the rater to discuss his evaluation ratings with the employee
for coaching and counseling, making sure specific points for improvement is taken up.
During this session, the rate is encouraged to talk openly (speak up) with the rater
(normally the immediate superior) in as much as the purpose of this dialogue is open
communication.
2. Service Awards
These awards are given to employees who have served the Company for 5, 10, 15, 20
years in recognition of their valuable contribution to the organization.

2.5.5 Contracts and Confidentiality Agreements
The business requires that all employees be very discreet regarding Company data
including vital figures/statistics, clients' identities and their holdings/transactions with the
Company, etc. It is imperative that all employees, without any exception, should strictly
maintain confidentiality of Company data. It follows that confidential data should never
be discussed with anybody who does not have any business knowing about the
transaction. In this regard, all employees, without exception, are required to comply with
the contract agreement upon employment. Being entrusted with such information, the
staff should practice prudence and integrity in disclosing said information. As a general
rule, computers, emails, soft & hard copies of data and other software are solely
intended for the societys use. All staff is discouraged from accessing or duplicating files
without authorization. All intellectual properties i.e. program manuals, books, contracts,
documentations, etc. obtained in the course of ones work with XYZ are to be kept
confidential and may not be lent or shared to outsiders during and after their work
engagement.

2.5.6 Attendance and Punctuality Policy
Time Record
All staff is required to personally log in and out their Daily Time Records through the use
biometric. The said daily time record shall contain information such as the time of arrival
and departure from the office. This is so required for payroll purposes and proper
monitoring of attendance.
Tardiness/Undertime
A 10-minute grace period in the morning shall be allowed, i.e., 8:10am and shall be
considered excused. An employee is considered tardy if he/she arrives after 8:10am of
a regular working day and the resulting under time, counted from 8:00am, shall be
deducted in his/her salary.

Overtime Work
Any employee required to render OT shall accomplish an OT Request Form daily in
duplicate, duly approved by their respective department heads at least one day before
the intended date and to be submitted to HRD for approval.

2.5.6.1 Leave of Absences
Absences
1. Absence from work because of emergency may be excused in the following cases:
a) when the employee is sick
b) when an immediate relative is sick and the employees presence is needed
c) when an employee has to attend to some personal matter requiring his/her
immediate attention
With any of the above reasons, an employee must inform early during the day, thru
telephone calls, e-mail, SMS, or any other similar means to immediate supervisor or
HRD
2. If an employee has been sick for 4 days or more, he/she must present a medical
certificate to HRD and must fill up the Request for Leave of Absence Form. Vacation
leaves (with or without pay), must be approved by department heads at least 3 working
days prior to the first intended vacation date.
a) Absences not covered by the above requirements shall be considered as unexcused
and therefore, subject to appropriate disciplinary action and/or salary deductions as may
be required.
b) A Request for Leave of Absence must be accomplished duly approved by the
employees department head.

Benefits and Compensation
1. Leaves
As a reward for continuous and satisfactory service, the employee is allowed privileges
upon fulfillment of certain eligibility requirements.
a.) Vacation Leave
Each employee who has completed at least one year of continuous employment
reckoned at the time of probationary employment shall be entitled to 15 days
vacation leave. The vacation leave credits shall be granted in each calendar year (or
vacation year) and is non-cumulative.
b.) Sick Leave
Each employee shall be entitled to 15 days sick leave, with pay, upon completion of
one year of continuous service, computed from the time of his probationary
employment. Sick leave not used within a years period, shall be converted to cash
and paid to employee the 1st week of the following year.
c.) Maternity Leave
Primarily governed by the Social Security Law by integrating maternity benefits
into the Social Security System, and implementing SSS Circulars,a female
member of the SSS shall be entitled to maternity benefits if:
a) she is employed at the time of delivery, miscarriage or abortion;
b) she gives birth or suffers an abortion or miscarriage;
c) she has given the required notification to the SSS through the company; and
d) at least 3 monthly maternity contributions have been paid within the 12month
period immediately preceding the semester of contingency.
The daily maternity benefit shall be paid for a compensable period of sixty (60) days in
case of normal delivery, abortion or miscarriage, or seventy-eight (78) days in case of
Ceasarian delivery.
As soon as the employee becomes pregnant, she shall immediately inform the
Company of such pregnancy through a Maternity Notification Form (available from
HRD), duly accomplished.
The maternity leave application of the employee shall be filed with the HRD supported
by a certificate signed by a physician or midwife showing the probable or actual date of
childbirth or the actual date of abortion. The Company shall be reimbursed by SSS after
it has advanced the payment of the SSS maternity benefit to the employee. The
employee shall furnish the Company such information or documents as the Company
may deem necessary to secure such reimbursement.
d.) Paternity Leave
For purposes of Republic Act no. 8187, Paternity Leave refers to the benefits
granted to a married male employee allowing him not to report for work for seven
(7) days but continuous to earn the compensation thereof, on the condition that
his spouse has delivered a child or suffered a miscarriage for purposes of
enabling him to effectively lend support to his wife in her period of recovery
and/or in the nursing of the newly-born child.
2.5.7 Salaries and Wages
The "basic salary" includes all remunerations or earnings paid for services
rendered. It does not include allowances and monetary benefits which are not
considered part of the regular or basic salary, such as the cash equivalent of
unused vacation and sick leave credits, overtime, premium, night differential and
holiday pay, and cost-of-living allowances
Regular compensation
Employees shall be paid no lower than the minimum wage rates prescribed by
law. The minimum wage rates are based on the normal working hours of eight (8)
hours a day.
Pay Schedule
Monthly salaries are released in two payments, one on the 15th of the month and
the other half on the 31st of the same month. As a rule, pays are released 2 days
in advance to ensure safety and security of our people during the expected pay
days. All salaries are deposited to either the savings or current account of the
employee in the designated bank.
13th Month Pay
Rank and file employees 1shall receive 13th month pay no later than December
24 of every year. One half (1/2) of the required 13th month pay may be made
before the opening of the regular school year and the other half on or before the
24th of December of every year. The minimum 13th month pay is not less than
1/12 of the total basic salary earned by an employee within a calendar year.
Holidays
In most cases, the secretariat/staff are not required to render work on non-working
holiday unless there is an urgent need for assistance.
Below is a shortlist of regular holidays and special days:
Regular Holidays
New years Day January 1
Maundy Thursday-Movable Date
Good Friday- Movable Date
Araw ng Kagitingan- April 9
Labor Day-May 1
Independence Day-June 12
National Heroes day- Last Sunday of August
Bonifacio Day- November 30
Feast of Ramadan-December 6
Christmas Day-December 25
Rizal Day December 30
Special days
Constitution Day-February 2
EDSA Day February 25
All Saints Day -November 1
Last Day of the Year December 31
During these days, the principle of no work, no pay applies. Workers who were not
required or permitted to work on those days are not entitled to any compensation.


2.5.8 Drug and Alcohol Policy
XYZ Merchandising provides a safe workplace by eliminating the hazards to
health and job safety created by alcohol and other drug abuse. Our commitment
to maintaining a safe and secure workplace requires a clear policy and
supportive programs relating to the detection, treatment and prevention of
substance abuse by employees. The company conducts alcohol and other drug
screen tests both prospective to and during employment. Employees who
engage in the sale, use, possession or transfer of illegal drugs or controlled
substances, or who offer to buy or sell such substances; the use of alcohol
during working hours; or the abuse of prescribed drugs will be subject to
disciplinary action up to and including termination. The company strictly prohibit
the use of drug and alcohol inside the companys premises.
2.5.9 Smoking policy
. To provide safe and comfortable work environment for all employees, XYZ has
strictly prohibited employees from smoking within the companys premises and
within the building.

4.4.1 Use of Telephone, Computer, and Facilities Policy
Proper use of the Telephone
Being a service oriented company, proper use of the telephone is very important.
The following guidelines must be observed:
When the telephone rings, the employee must answer it promptly (should not
be allowed to ring more than twice) and politely.
When the designated "answering employee" is not in his desk, the nearest
employee must answer the telephone. He must offer assistance by taking the
message and relaying it immediately.
The Company's PABX system has a feature whereby a ringing phone in another
employee's desk may be answered in his working area.
Use of Cell Phones
The Company does not prohibit the use of the telephone/cellphone for personal
calls, but it is expected that this will not be abused. Personal calls should be kept
to a minimum. If possible, these calls should be made during off periods.
Bulletin Boards
Bulletin boards will be utilized to inform all employees and encourage them to
read items posted daily
Use of Office Equipment, Supplies and Facilities
Employees must observe discretion in the use of equipment, supplies and
facilities. They must keep in mind the Company's efforts to eliminate
unnecessary consumption and wasteful practices. Recycling of used folders,
envelopes and papers for internal purposes is encouraged. Bringing supplies
outside the company for own use is strictly prohibited.

Safety and Security Control
At the end of the day's work, it is a good habit to keep all books, records and
office supplies properly secure. Desks have to be cleared and locked to ascertain
that no confidential materials are left exposed and to avoid untoward losses of
important company property and documents. Moreover, important documents
must be put inside the records vault at the end of each day. Computers must not
be left on. Computers should be shut down, electrical cords of printers,
calculators and other office equipment should not be left along the aisles. Plug
extensions should be turned off after work. Eating utensils must be kept inside
the pantry cabinets. For their own protection, employees should not keep
personal valuables inside their desks or filing cabinets. Unauthorized entry of
people who are not part of the society and have no business with any of its
representatives is not tolerated nor encouraged. Staffs are enjoined to note and
immediately bring to the attention of the Administrative Officer / Office Manager
any faulty electric wiring for immediate repair.
Emergencies
In the event of the following emergency situations i.e. typhoons, earthquake, fire,
flash floods, transport strikes, demonstrations / rallies, volcanic eruptions, civil
disturbance and other calamities, the Administrative Officer / Office Manager
shall make an overall assessment of the situation and with the Presidents (or
any member of the Board) concurrence may advise the staff to go home unless it
is safer to remain within the office premises. It is likewise the responsibility of the
Administrative Officer / Office Manager or of any Board member on duty at the
scene of a calamity or accident to take action as necessary to provide required
assistance to the staff and protect company equipment / interests. The course of
action to be taken shall be determined by the nature and extent of the injuries or
damage incurred.
4.4.2 Dress Code Policy
Office/working Uniforms
All employees are required to observe the rules on proper office/working attire
from Monday thru Thursdays of every week. Fridays (except when clients or
guests are expected to come or if there is an official function) are considered
wash day. Wearing of maong/demins and T-shirt without collars is not allowed.
Company Identification Card
All employees are required to wear their ID cards at all times when inside the
office premises. In cases of lost, employee should notify HRD immediately within
two days from date of loss. ID cards remain the property of the Company and
should be surrendered upon severance of employment.
. 4.4.3 Relationships with Superior/Co-staff
Happiness on the job depends largely on the kind of working relationship one has with
his superior and co-staff. It is therefore important that a tension-filled environment
thriving on petty gossips and grudges is avoided. To encourage such an environment,
openness is practiced in order to thresh out minor differences even before it becomes a
problem.
Discipline
Matters pertaining to staff discipline (work hours, compliance with the General Office
Policies / Procedures, job performance, etc) is a prime responsibility of the
Administrative Officer / Office Manager. As such, verbal or written reprimands are to be
initiated solely by him and concurred by the Board Secretary and in extreme cases by
the President and Vice-President.
Respect and Cordiality
It is also expected that staff members treat each other utmost respect and cordiality. Too
much familiarity and closeness with certain individuals must be viewed with utmost
objectivity and professionalism.
Loitering and Chatting
To maintain a professional ambience and work atmosphere, staff members should avoid
loitering or moving about in other persons work station to chat, wait or stand by during
work hours. Horse playing or gossiping inside the office premises is strongly
discouraged.
Selling / Distribution of Goods
Selling or distribution of any goods / items is likewise discouraged as it diminishes the
level of professionalism within the office premises.