COD Revised & Modified - June - 4 - 2015 - Final-2

Code of Discipline
One Vision, One Mission
Revised & Modified June 4, 2015_JAE
Code of Discipline - Revised & Modified 1

MISSION
To Serve and Delight all our customers with
Superb Quality and Innovative food
offerings with World Class restaurant
service through innovative and exciting
restaurant concepts giving career
opportunities to grow with, thru training of
people, develop and refined talents to drive
the business and its people to Success.
VISION
To become a World Class Restaurant
Group of Company and to be
among the most trusted operator of
successful restaurant chains not
only in the Philippines, but all
throughout Asia by the Year 2018.

CORE VALUES
Customer Service Excellence
Friendly, Attentive, Speedy and Thoughtful Service.
Loyalty
Showing commitment, dedication and active participation
in the business to promote the Companys vision, mission,
values and undertakings.
Teamwork
Working harmoniously with others to achieve a common goal.

Code Of Discipline
This Code of Discipline provides the basic standards of
behavior and the ideals it seeks to develop among us, its
employees, as we carry out our work and as we relate to
one another.
The Code as a whole, merely reiterates the simple message
of the Golden Rule which even our parents would want us
to remember at all times.
So in everything, do to others what you would have them do

unto you
you

We do apply the Golden Rule the foundation of mutual
respect when we observe the Companys Code of
Discipline, which calls on each of us to
1. RESPECT OUR CUSTOMERS AT ALL TIMES.
2. RESPECT THE RIGHTS AND PROPERTY OF
THE COMPANY
3. RESPECT THE AUTHORITY OF OUR
SUPERIORS
4. RESPECT OUR CO
CO--WORKERS
5. RESPECT OUR OWN SELF BY BEING CLEAN
IN THOUGHT, WORD AND DEED.
Understanding our Rules and Regulations
These are simple reminders or Dos and Donts which
will help us achieve a happy and harmonious
relationship with our superiors, co-
co-workers, and
most of all with our Customers who make it possible
for us to earn a living. To help us observe the Code
of Discipline in our daily work, the company has laid
down the following rules and regulations.
We are in PEOPLE SERVICE business. We are
therefore expected to behave, speak and look in a
manner that is pleasing to all who see us.

Our company rules tell us how.
I. RELATING TO CUSTOMERS
1.1 Respect all customers regardless of age, sex,
social status or appearance. Show respect in
actions and words.
1.2 Remember always: The customer is always
right. Never argue, debate or reason out with
a customer. Refer difficult situations
immediately to the Supervisors or manager.

II. SAFEGUARDING THE COMPANYS IMAGE
2.1 It is every employees responsibility to safeguard these
standards and protect the companys image. We do so when
we carry out our own work correctly when we treat our
customers and co-workers with respect; when we act, speak
and present ourselves in a manner befitting an employee-
wherever we are.
2.2 The survival and successes of our business, by its very

nature, depends greatly on our strict observance of our FSC
standards, namely: consistency in our FOOD quality, in our
SERVICE, and in the CLEANLINESS of everything we handle.

III. HANDLING OF COMPANY PROPERTY
3.1 Even small items in the outlet or unit (including,

nametags, reading materials, etc.) reflect the companys
image. They should be maintained and handled in such
a way that their original and standard appearance and
condition are preserved. Treat them with care and
respect as you would your own personal belongings.
3.2 All the equipment, furniture, tools and materials in the
worksite were provided by the company so that you can
carry out your job as effectively as possible. Without
these you have no work to do or you cannot do your
work properly. Use utmost care, therefore, in handling
them and use only those that you are authorized to use.

IV. ON FOOD ITEMS
4.1 Menu or outlet food items-
items-including un
un--served
food leftovers-
leftovers-should not be eaten, taken or given
out without proper authorization.
4.2 Condiments, garnishing, paper products and other

serving items should not be availed of unless with
proper authorization.

V. ON SAFETY AND SECURITY
5.1 An employee should not enter or allow any other person to
enter a RESTRICTED AREA without his Superiors
authorization.
5.2 Each employee must subject himself to security inspection
before leaving the worksite.
5.3 Smoking is not allowed at any time within Company
premises or when on field assignment.
5.4 Every employee shall safeguard and respect his
relationship with the Company. He should not work with or
assist in any manner any business competitor, whether with
or without financial consideration.

Specifically, the rule classifies the following acts as conflicts of
interest.
- Refer to Executive Memo 03 2014 005 Employee and Supplier Dealings
a. An employee receives any compensation from a

supplier or competitor
b. An employee or family member has a financial
interest in any supplier, or competitor of the
company.
c. An employee and his relative/family member is
involved as an employee of another corporation that
does or seek to do business with the company that
gives an adverse effect to the decision making
process.
EXECUTIVE MEMO 2014 - 03004
Employee & Supplier Dealings
Para sa inyong kaalaman na mahigpit na ipinagbabawal ang pakikipagugnayan

sa sinumang SUPPLIER ng RaiRaiKen/
RaiRaiKen/Shofuku na walang pahintulot ng
ating Pangulo Mr. Benjamin D. Garcia, partikular sa ating mga FOOD
SUPPLIER.
Ang pakikipagkoordinasyon sa mga Supplier ay naka naka--atas lamang sa mga
opisyal na itinalaga ng ating Pangulo at ito ay eklusibo lamang para sa mga
pangangailangan ng RaiRaiKen or ng Tokyo Joe.
Ang pakikipagnegosasyon sa anumang Supplier para sa pansariling gamit ay
mahigpit na ipinagbabawal ng ating kumpanya at ang sinumang lumabag
dito ay mapapatawan ng kaparusahan ayon sa ating Code of Discipline.

VI. ON MONEY MATTERS AND PROPER USE OF
COMPANY PROPERTY
6.1 An employee shall turnover to the Supervisor or keep in
the designated place all Lost & Found articles or items not
belonging to him. He should not keep or use the found
items unless he has been given proper authorization.-
authorization.-
refer to Left Over/Customer Belonging Policy
6.2 An employee should not carry with him any amount of
money while on duty or in the worksite.
6.3 TIPS are centrally collected and deposited in the TIP BOX
for equal distribution among all service personnel.

VII. ATTENDANCE AND OBSERVANCE OF
WORK HOURS
Every employee is therefore expected to strictly observe his

official work schedule.
Our business requires physical presence at work. In operating
units, shifts are established for this reason. When an
employee deviates from his assigned schedule (whether
through non-
non-appearance, tardiness or unauthorized
shifting) he hampers the units operation.
- Refer to Executive Memo No Absent Policy

Executive Memo 2015 05 016
May 26,
26, 2015
NO ABSENT POLICY
This Executive Memo pertaining to No Absent Policy superseded Executive Order -
Day Off Policy issued last July 31, 2013 and shall be fully enforced immediately to
all store employees and office employees. The No Absent Policy shall cover all
Acts against Punctuality, Records of Attendance and Presence at Work such
as;
Absences including Tardiness (Late(s))
Record of Attendance (Daily Time Record)
Leave
Suspended
Under Time/ Swapping of Schedule
Back to Work

On Absences
OBJECTIVE: To ensure that all stores are sufficiently supplied with manpower to
OBJECTIVE:
achieve a smooth and profitable business operation. The No absent policy shall
be strictly enforced to all store operations to achieve goals and objective(s).
No restaurant manager or supervisor shall approve nor shall entertain all type(s) of request pertaining to
absences whether with valid or without valid reason.
In any event that an employee absent from his/her duty for one (1) day or more, concerned employee shall
secure a Back to Work Clearance before he/she report back to work.
If the employee absent from his/her duty ahead of the scheduled Rest Day of the present week, his/her
scheduled rest day of the current week will be temporarily suspended and his/her regular scheduled Rest day
can be move to another day as per discretion of the restaurant manager or supervisor.
If the employee absent from his/her duty before and after of the scheduled Rest Day of the present week,
his/her scheduled rest day of the following week will be temporarily suspended and his/her regular scheduled
Rest day can be move to another day as per discretion of the restaurant manager or supervisor
All Absent shall be strictly considered as absent, it cannot be offset as a Rest Day or a Leave. In case, the
reason of the employee who is absent that he/she is Sick, the employee can file a Sick Leave, however HR
department shall still conduct verification of the sick leave claim(s) and will determine if the absence(s) can be
applied to a Sick Leave.
Restaurant Manager or Supervisor shall immediately re- re-schedule the absent employee to 11:45 AM of the
following day, for the employee to secure his/her Back to Work Clearance before returning for work.
On Record of Attendance
If an employee for a day was absent, late, on leave or on suspension, Restaurant
Manager or Supervisor shall mark the employees Daily Time Record with the
appropriate remarks as shown in our example:
No. ______ Pay Ending _______________________________ 20 ___

Name _____________________________ Position ______________
Dept _____________________________________ Age ___________
Morning Afternoon Overtime
IN OUT IN OUT IN OUT

1
2 12:45 3:10 4:10 9:00
3
4

Store employee regardless of their position must be in their working area Fifteen
(15) minutes before their scheduled duty.
It is the RESPONSIBILITY of the Restaurant Manager or Supervisor to ensure that
Bundy Clock/ Time Recorder is available, operational and working properly.
properly.
Manual recording of daily time record is strictly prohibited.
All Restaurant Managers and Supervisors MUST report on a day to day basis Daily
Attendance Update thru Text Message to the Operations Manager and HR Head @
Mobile Nos. 0933 -3149539 and 0932
0932--2809289.
In order to properly monitor employees records of attendance, restaurant
manager or supervisor shall submit regularly thru electronic mail the Stores
Weekly Attendance Report every Friday morning to the email addresses of our
Operations Manager and of HR Head with the following format: Attendance report
shall cover Friday attendance of Last Week to Thursday attendance of the Current
week.
WEEKLY ATTENDANCE MONITORING SHEET
STORE: ___________________________________________ PREPARED BY: ______________________________
PERIOD OF _____________________________ TO _____________________________, ________________________
Name Absent Late Leave Other / Remarks

Date Date # Of Min Date

.In addition to our No Absent Policy, our Code of Discipline state the following provision as follows
follows::
Offenses 1st 2nd 3rd 4th
.Absences without Official leave for 6-

6-9 Dismissal
consecutive days
Absence without official leave for 2-
2-5 consecutive 10 Days Dismissal
days Suspension
Hampering operations through Violation of No 5 Days 10 Days Dismissal
Absent Policy Absent before & after Day Off/ Suspension Suspension
Absent for a Day
Absent without Official Leave for One (1) Day 5 Days 10 Days Dismissal
Suspension Suspension
Failure to secure BACK TO WORK CLEARANCE 5 Days 10 Days Dismissal
before returning for work as stated in the No Absent Suspension Suspension
Policy.
Habitual tardiness: coming in late Five (5) minutes or 5 Days 10 Days Dismissal
more for shift duty or after a meal/break for two (2) or Suspension Suspension
more times within a 15 day period
Habitual tardiness: coming in late One (1) to Four (4) Written 5 Days 10 Days Dismissal
minutes or more for shift duty or after a meal/break for Warning Suspension Suspension
two (2) or more times within a 15 day period
Failure to be in ones working area 15 MINUTES Written 5 Days 10 Days Dismissal
before his/her duty Warning Suspension Suspension

On Leave
All leave application shall be filed Fifteen (15) Days prior to the effective date of leave.
leave.
Restaurant manager or Supervisor shall sign the leave application form before it will be transmitted to the
Operations Manager. The signature of the Restaurant manager or the supervisor IS NOT an indicator
that the leave application was already approved.
Only the President or his designated officer the Operations Manager SHALL APPROVE the
leave application.
Suspension of Rest Day and Re- Re-Scheduling of Rest Day for employees who took a Leave.
One (1) Day Leave or more in a week
Schedule Rest Day on the current Week will be suspended and the schedule rest day on the
following week can be re- re-scheduled as per discretion of the restaurant manager or supervisor.
Upon approval of Leave application, the Operations Manager shall forward the approved Leave
application to HR Department and HR Department shall transmit the store copy - approved leave
application form together with the BACK TO WORK CLEARANCE of the subject employee indicating
clearly the date when the subject employee will return for work. With this, date of return cannot be
change/adjust without the approval of the Operations Manager. Failure to return for work as stated in the
Back to work clearance shall be dealt with accordingly.
Chapter III - SERVICE INCENTIVE LEAVE
ART. 95. Right to service incentive leave. - (a) Every employee who has rendered at least one year of service
shall be entitled to a yearly service incentive leave of five days with pay.
(b) This provision shall not apply to those who are already enjoying the benefit herein provided, those
enjoying vacation leave with pay of at least five days is exempted from granting this benefit.
On Suspension
Only the Operations Department can schedule the Suspension of any employee, the HR department
shall coordinate with the operations department on the enforcement or implementation of the suspension
order.
The schedule Rest Day of the suspended employee of the current Week will be suspended and the
schedule rest day on the following week can be re-
re-scheduled as per discretion of the restaurant
manager or supervisor.
Upon enforcement of the suspension order thru the coordination of HR department and Operations
department, HR department shall prepare and issue Back to Work Clearance of the subject employee
indicating clearly the date when the subject employee will return for work. With this, date of return cannot
be change/adjust without the approval of the Operations Manager. Failure to return for work as stated in
the Back to work clearance shall be dealt with accordingly.
On Under Time/ Swapping of Schedule

Approval of Under Time and Swapping of Schedule is strictly delegated to the Operations Manager, no
restaurant manager or supervisor shall entertain any request for such.
An employee who under time, swap schedule with valid or without valid reason shall secure a
Back to Work Clearance before returning for Work.Work.
Restaurant Manager or Supervisor shall immediately re-
re-schedule the employee to 11:45 AM of the
following day, for the employee to secure his/her Back to Work Clearance before returning for work

On Back to Work Clearance
Issuances of Back to Work Clearance is STRICTLY from 8:00AM to 9:00AM ONLY. ONLY. And Requirements in securing
Back to Work Clearance:are
Clearance:are:: Incident Report or Explanation Report and/or Medical Certificate with FIT TO WORK
remarks
Any employee who came in Late within the prescribed period (8:00Am 9:00AM) regardless if he/she shall return for
work on that day shall be considered absent; however the employee shall be issued with Back to Work Clearance for
the following day. HR department shall inform the operations department of such action(s) and HR department shall
determine the case of the subject employee who came in late in securing a Back to Work Clearance.
All employees who absent 1 day or more and employees who Under Time/ Swapped Schedule shall secure Back to
Work Clearance within prescribed time period.
For Provincial Stores:
Stores:
SOUTH PROVINCIAL STORES
Pampanga, Tarlac, Panagasinan, Zambales Cavite and Batangas
Batangas
For Absences:
Absences: For Absences:
Absences:
For First Infraction for the Year:
Year: Back to Work Clearance For First Infraction for the Year:
Year: Back to Work Clearance
shall be forwarded to the Store thru Email
Email:: shall be forwarded to the Store thru Email
Email::
For Succeeding Infraction
Infraction:: Employee shall secure Back To For Succeeding Infraction
Infraction:: Employee shall secure Back To
Work Clearance at the Head Office and shall follow Work Clearance at the Head Office and shall follow prescribed
prescribed time period
period.. time period
period..
For On act against Under Time/ Swapping of Schedule For On act against Under Time/ Swapping of Schedule and
and from Suspension:
Suspension: from Suspension:
Suspension:
Employee shall secure Back to Work Clearance from Head Employee shall secure Back to Work Clearance from Head
Office and shall follow prescribed time period
period.. Office and shall follow prescribed time period
All absences due to sickness even for one (1) day or more upon securing a back to Work Clearance shall present a
Medical Certificate with FIT TO WORK remarks.
remarks. Whoever fails to present a medical certificate with a Fit to Work
remarks shall still be considered absent and subject for review of HR department.
DISCIPLINARY
ACTIONS
WHEN WE BREAK A RULE
Rules are meant to observed for the smooth flow of our
business and for the protection of both the employees
and the Company. When we break a rule, the work of
our unit is affected and we cause our co-
co-workers,
customers and the company certain inconveniences or
maybe even put them in danger.
While some violations are considered minor, others are so
serious that the Company is forced to pull out the
offender from service; otherwise the entire operations
will suffer.

We have four (4) types of incidents or violations, classified according to their
seriousness or the extent of their effect on the Company.
Category E - Extremely Serious

Category D - Very Serious
Category C - Serious
Category A & B - Minor
These are clearly defined in the following pages. Under each type are examples of
situations or cases. The list is by no means complete, there are many more
possible incidents, which show that a rule has been violated, but which can not all
be listed here. The Manager or the grievance council shall act upon such unlisted
cases as they see it.

Categories of Infraction and its Sanctions
CATEGORY 1ST 2ND 3RD 4TH 5TH
Offense Offense Offense Offense Offense
A Verbal Written Five Days Ten Days Immediate

Warning Warning Suspension Suspension Dismissal
B Written Five Days Ten Days Immediate

Warning Suspension Suspension Dismissal
C Five Days Ten Days Immediate

Suspension Suspension Dismissal
D Ten Days Immediate

Suspension Dismissal
E Immediate
Dismissal
I. EXTREMELY SERIOUS MISCONDUCT - CATEGORY E
1.1 Any unacceptable behavior toward or involving a customer.
Offenses 1st 2nd 3rd 4th 5th
A. Arguing or debating for any Dismissal
reason
B. Using offensive signs,
languages or behavior toward or Dismissal
in the immediate presence of
customers.
1.2 Use of Physical Force

A. Using or attempting/
threatening to use physical force
on any person within Company Dismissal
premises, whether on duty or not.
Or, if outside company premises,
when the employee is clearly
identified as an employee.
employee.

1.3 Any act of Dishonesty
A. Obtaining, giving or passing
out or keeping any food item Dismissal
(including un-
un-served food) or
any outlet property without
payment or proper
authorization.
B. Failure to turn in cash
receipts, tips or other Dismissal
collections and lost and
found articles.
C. Unauthorized use or
keeping of company funds, Dismissal
property and or resources.
D. Failure to punch sales Dismissal

whether intended or not

E. Falsifying, attempting to falsify
or tampering company data or Dismissal
records and documents including
sales receipts and order slips,
daily time cards, employment
records and menus.
E-1 Falsely representing self to

be an officer or representative of
the Company.
E-2 . Under pretense of official
position; performing any act
pertaining to any person in
authority of the company without
being officially entitled to do so.
E-3 Connivance or collusion in
any manner , form or kinds
detrimental to the Companys
interests and existence
E-4 Concealment of defective
work which directly results to
loss damage or prejudice to the
Company.
Company
1.4 Any act against Companys Property & Integrity
A. Intentionally damaging or Dismissal
attempting to damage company
property, including equipment,
furniture and utilities
B. Unauthorized or negligent handling Dismissal
of company property leading to loss,
damage(s), wastage(s) or spoilages.
C.. Revealing or passing on to any Dismissal

person or agency, company trade
secrets or any information about its
business transactions and finances at
any time during ones employment.
D. Working with or assisting any Dismissal
business competitor whether with or
without pay, while employed with the
company.
E. Bringing-
Bringing-in, possessing, Dismissal
distributing, pushing or using illegal or
habit--forming drugs and the like inside
habit
the company premises or company
sponsored activities

1.5 Any act against Social Norms
a. Immoral behavior or carrying on a scandalous
relationship especially when it affects or may affect Dismissal
companys image.
b. Keeping, passing on or partaking of any
alcoholic drinks or prohibited drugs within company Dismissal
premises whether on duty or not or when on field
assignment; reporting for work after having taken
such drugs or drinks, where its effect on the work,
co-
co-workers or customers is evident.
c. Keeping or bringing in any deadly weapons Dismissal
within company premises
D. Failure to report or falsify results on chronic

ailments, communicable diseases or previous Dismissal
injuries that may be aggravated by current
operations.
E. Overt sexual advances, immoral conduct, illicit
relationships or lascivious actions within company Dismissal
premises, regardless of whether or not committed
during working time. This includes having sex,
possession, display or distribution of, viewing
(includes viewing via internet/mobile phone)
pornographic materials, exhibition etc.

1.6 On Respect for Authority
A. Refusal to obey Superiors instructions or to Dismissal
perform an assigned work.
B. Insubordination, disrespect or willful disregard for Dismissal
the orders of a person in authority.
1.7 On Acts involving co-

co-workers or the work group
A Intentionally misleading a superior or co worker
(including giving of erroneous instructions or Dismissal
information or making untrue statements) which
causes an established standard to be violated or a wrong
action to be taken.
1.8 On Attendance/Presence at Work; Records of Attendance

A.Absences without Official leave for 66--9 Dismissal
consecutive days

II. VERY SERIOUS MISCONDUCT OR INCIDENT - CATEGORY D
2.1 On Safety and Security Measures
A. Smoking in the worksite/outlet at any time or 10 Days Dismissal
when on field assignment while one is in uniform
uniform Suspension
2.2 Any Act against Company Property, Security, Integrity

A. . Eating any outlet food item, including portions, 10 Days Dismissal
by-
by-products, condiments and garnishing; eating Suspension
and or obtaining leftovers
B. Betting or gambling in any form within Company 10 Days Dismissal
premises whether on duty or off duty, rest day. Suspension
C. Failure to report loss, breakage, Deliberate 10 Days Dismissal

waste of any Company material and resources Suspension
2.3 On Acts involving Co-

Co-Workers
A. Making false, vicious, profane or malicious 10 Days Dismissal
statements concerning any employee, the Suspension
company, its products and services.
2.4 On Attendance/Presence at Work; Records of Attendance
A. Filling in or punching the time card of an 10 Days Dismissal

employee who is not in/not actually working: Suspension
allowing ones time card to be punched by
another to record un-
un-worked time.
B Absence without official leave for 2-

2-5 10 Days Dismissal
consecutive days Suspension
2.5 On Healthy, Safety and Security Measures

A. Refusal to undergo drug test and any other 10 Days Dismissal
similar medical exams as may be required by law Suspension
to ensure safety in the workplace

III. SERIOUS INCIDENT OR INFRACTION - CATEGORY C
3.1 On Records of Attendance; Conduct and Decorum
A. Leaving ones work or place of work while on duty; deviating 5 Days 10 Days Dismissal
from an assigned or usual route without proper authorization. Suspension Suspension
B. Pursuing any personal interest on company time, including 5 Days 10 Days Dismissal
sleeping or loafing on the job, carrying out sidelines within Suspension Suspension
company premises
C. Habitual tardiness: coming in late 5 minutes or more for shift 5 Days 10 Days Dismissal
duty or after a meal/break for two (2) or more times within a 15 day Suspension Suspension
period
D. Taking meals or break without superiors approval or when not 5 Days 10 Days Dismissal
according to the scheduled time. Suspension Suspension
E. Sleeping or napping during work hours. 5 Days 10 Days Dismissal

F. Habitual non observance of an outlet/unit regulation ( 5 Days 10 Days Dismissal

G. ABSENTWITHOUT OFFICIAL LEAVE FOR ONE (1) DAY 5 Days 10 Days Dismissal
H. FAILURE TO SECURE BACK TO WORK CLEARANCE before 5 Days 10 Days Dismissal
returning for work as stated in our No Absent Policy. Suspension Suspension
I. Hampering Operations - - Violation of No Absent Policy-
Policy- 5 Days 10 Days Dismissal
Absent Before & after Day Off/ Suspension Suspension
3.2 On Health, Safety and Security Measures
A. Failure to comply with the company scheduled annual 5 Days 10 Days
medical exam, submission of workers health permit or Suspension Suspension Dismissal
failure to adhere with any government regulatory
standards despite reminder of deadlines to submit such
report.
B.. Failure to report immediately in writing, a personal 5 Days 10 Days
injury incurred on company time or accident involving Suspension Suspension Dismissal
company property or an employee that resulted to further
safety and operational risks.
3.2 On Act Against Company Interest and Productivity

A. Refusal to cooperate with the request of any company 5 Days 10 Days
officer, Manager, Supervisor to: Suspension Suspension Dismissal
1. Assist the company in investigating any theft or other
improper conduct;
2. Report any incident of theft or pilferage or other
violations of these rules observed by or reported to
him/her.
B. Failure to conform with established procedures 5 Days 10 Days
resulting in the delay of operations and/or poor quality Suspension Suspension Dismissal
products/services.
Continuation: 3.2 On Act Against Company Interest and Productivity
C. On the part of the Supervisor,

Supervisor, Failure to perform 5 Days 10 Days Dismissal
assigned task-
task- Texting of Sales, depositing of Suspension Suspension
sales, preparation and submission of reports
(Operations, Admin, Accounting and HRD)
D. Failure to attend Company sponsored meetings/ 5 Days 10 Days Dismissal

seminars/ training and Official Company activities Suspension Suspension
without valid reason.
3.3 On Acts involving co-

co-workers or the work group
A. Using discriminatory, disrespectful, abusive, indecent, 5 Days 10 Days Dismissal
profane, obscene or offensive language against anybody Suspension Suspension
working for/ with and dealing with the company but not
limited to co-
co-employees, supervisors, managers,
consultants, customers & suppliers
B. Rough playing or fooling around (Horse playing) 5 Days 10 Days Dismissal
within company premises, whether on duty or not, Suspension Suspension
causing damage or wastage, injury to self or another
person, disruption of workflow or considerable annoyance
to customer or co-
co-workers.

3.4 on acts against company property, security or image
A. Using or availing of plastic or paper products and 5 Days 10 Days Dismissal
other materials without proper authorization or payment. Suspension Suspension
B. Posting and/or removal of any matter/ information 5 Days 10 Days Dismissal

on bulletin boards or Company property unless Suspension Suspension
specifically authorized
C. Disfiguring or mutilating of documents or memos in 5 Days 10 Days Dismissal
the bulletin boards. Suspension Suspension

IV. MINOR INCIDENT OR INFRACTION - CATEGORY B
4.1 On Records of Attendance: Conduct and Decorum
A. Failure to punch in/out ones time card more than Written 5 Days 10 Days Dismissal
once within a 15 day period. Warning Suspension Suspension
B. Unauthorized loitering/overstaying during or after Written 5 Days 10 Days Dismissal
working hours around the store/office premises. Warning Suspension Suspension
C. Failure to file anticipated vacation leave notification Written 5 Days 10 Days Dismissal
15 days before the requested date Warning Suspension Suspension
D. Failure to accomplish an official business slip (OB Written 5 Days 10 Days Dismissal
slip)/ travel order, trip ticket or under time permission Warning Suspension Suspension
before leaving workplace or before going to field
assignment
E. Failure to return to work promptly upon expiration of Written 5 Days 10 Days Dismissal
approved leave or absence or to obtain permission to Warning Suspension Suspension
extend leave.
I. Failure to be in ones working area 15 MINUTES Written 5 Days 10 Days Dismissal
before his/her duty Warning Suspension Suspension
K. Habitual tardiness: coming in late 1 minute 4 Written 5 Days 10 Days Dismissal
minutes for shift duty or after a meal/break for two (2) or Warning Suspension Suspension
more times within a 15 day period

4.2 On Health, Safety and Security Measures
A. Entering a restricted area whether on duty or not Written 5 Days 10 Days Dismissal
without proper authorization; allowing an authorized Warning Suspension Suspension
person to enter a restricted area.
B. Violation of safety rules and regulations Written 5 Days 10 Days Dismissal
Warning Suspension Suspension
4.3 On Acts against Company Property or Image

A. Defacing or marking company walls, materials or Written 5 Days 10 Days Dismissal
other property Warning Suspension Suspension
4.4 Acts concerning harmonious relationships with the Customers, Co-

Co-employees and Superiors
A. Spreading of false rumors, creating intrigues Written 5 Days 10 Days Dismissal
among employees Warning Suspension Suspension
4.5 On Act Against Company Interest and Productivity

A. . Entertaining personal visitors during working Written 5 Days 10 Days Dismissal
time without prior permission from the Superior. Warning Suspension Suspension

GENERAL RULES
1. A superior who violates or tolerates any violation of company rules shall be penalized
accordingly.
2. The implementation of corrective action should be taken as an opportunity to coach, counsel
and foster a healthy and open two-
two-way communication between the employee and
his/her immediate superior rather than to the exact punishment on the employee.
3. Responsibility to assist an employee to act in conformance with the acceptable standards of
behavior rests on the employees immediate superior. It is the responsibility of the immediate
superior to ensure that appropriate corrective action is carried out as prescribed in the code,
or as decided by management after conducting its own investigation and or after review by
HRD. Further, it is the responsibility of the employees immediate superior to Coordinate with
HRD at all times especially on those corrective actions that may involve corrective
suspensions or dismissal.
4. In taking corrective action, the employees immediate superior shall at all times be guided by
the principles of consistency and fairness. He/she should moreover decide upon his/her
independent consideration of the relevant matters, free from bias, prejudice and influence.
5. The code provides for a reckoning period for corrective actions taken against employees for
acts committed;

Records on corrective actions including those with less than
or equal to 3 days suspension shall remain in the
employees 201 file for one (1) year from date of infraction.
Records on corrective suspension or more than 3 days
shall remain in the employees 201 file for two (2) years
from date of infraction.
An employee who has been warned in writing and or
suspended three (3) times as a disciplinary measure for
various offenses within the reckoning period shall be
dismisses from the service on the fourth (4th) offense.
The disciplinary actions given to employees would still
serve as basis for their performance appraisal and
whatever merits the company would give regardless if
offenses are still within or beyond the reckoning period.
6. In all instances of offenses against company property, damages and or cash losses,
the employee will be compelled to pay back the amount involved aside from the
corrective action that shall be served. Management reserves the right to pursue
civil or any judicial action aside from the administration case.
7. The code does not cover all acts/omissions that run contrary to the acceptable
standards of behavior with respect to such, they should be dealt with analogy. They
may be defined or treated through standing policies, instructions, or rules and
regulations which shall form part of this code.
8. Management reserves the right to prescribe and or modify the proper and just
corrective actions for all acts or omissions that run contrary to the acceptable
standards of behavior, whether specified in the code or not.
9. Any provision under these policies may be revised or revoked by management as
the need arises.
Signed:
Benjamin D. Garcia
President and Chief Executive Officer

EMPLOYEES ACCEPTANCE OF THE CODE
I hereby acknowledge and declare that I fully

understand the contents of the Code of Discipline
Discipline..
Signature : ____________________________
Name : ____________________________
Date : ____________________________
Department/Branch : ____________________________

COD Revised & Modified - June - 4 - 2015 - Final-2

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Code of Discipline

One Vision, One Mission

Revised & Modified June 4, 2015_JAE

Code of Discipline - Revised & Modified 1

Code of Discipline - Revised & Modified 3

Code of Discipline - Revised & Modified 4

So in everything, do to others what you would have them do

Code of Discipline - Revised & Modified 5

Code of Discipline - Revised & Modified 7

Code of Discipline - Revised & Modified 8

2.2 The survival and successes of our business, by its very

Code of Discipline - Revised & Modified 9

3.1 Even small items in the outlet or unit (including,

Code of Discipline - Revised & Modified 10

4.2 Condiments, garnishing, paper products and other

Code of Discipline - Revised & Modified 11

Code of Discipline - Revised & Modified 12

a. An employee receives any compensation from a

Para sa inyong kaalaman na mahigpit na ipinagbabawal ang pakikipagugnayan

Code of Discipline - Revised & Modified 14

Code of Discipline - Revised & Modified 15

Every employee is therefore expected to strictly observe his

Code of Discipline - Revised & Modified 18

Code of Discipline - Revised & Modified 19

No. ______ Pay Ending _______________________________ 20 ___

Morning Afternoon Overtime

IN OUT IN OUT IN OUT

Code of Discipline - Revised & Modified 21

Name Absent Late Leave Other / Remarks

Code of Discipline - Revised & Modified 22

.Absences without Official leave for 6-

Code of Discipline - Revised & Modified 23

On Under Time/ Swapping of Schedule

Code of Discipline - Revised & Modified 25

Code of Discipline - Revised & Modified 28

Category E - Extremely Serious

Code of Discipline - Revised & Modified 29

A Verbal Written Five Days Ten Days Immediate

B Written Five Days Ten Days Immediate

C Five Days Ten Days Immediate

D Ten Days Immediate

1.2 Use of Physical Force

Code of Discipline - Revised & Modified 31

D. Failure to punch sales Dismissal

Code of Discipline - Revised & Modified 32

E-1 Falsely representing self to

C.. Revealing or passing on to any Dismissal

Code of Discipline - Revised & Modified 34

D. Failure to report or falsify results on chronic

Code of Discipline - Revised & Modified 35

1.7 On Acts involving co-

1.8 On Attendance/Presence at Work; Records of Attendance

Code of Discipline - Revised & Modified 36

2.2 Any Act against Company Property, Security, Integrity

C. Failure to report loss, breakage, Deliberate 10 Days Dismissal

2.3 On Acts involving Co-

A. Filling in or punching the time card of an 10 Days Dismissal

B Absence without official leave for 2-

2.5 On Healthy, Safety and Security Measures

Code of Discipline - Revised & Modified 38

E. Sleeping or napping during work hours. 5 Days 10 Days Dismissal

F. Habitual non observance of an outlet/unit regulation ( 5 Days 10 Days Dismissal

3.2 On Act Against Company Interest and Productivity

No. Pay Ending _______________________ 20 _