ATTY. NUMERIANO BORGE GALGO, JR.

Galgo Racho Wakan Law Firm

2nd Flr., CTC Business Center, Rizal Street,
Tagum City
 Chapter 1: Hiring
Section 1 Selection of Employees

The Company will make sure that only qualified, competent,

well-mannered and skillful applicants are accepted as employees.

The Company selects its employees based on merits,

efficiency and qualifications as determined by their education,
experience, training, skill, moral character, age and physical
condition.

The Company shall not employ any person below eighteen

(18) years of age, involved in illegal drugs and other crimes.
Section 2 Orientation of New Employees

The Company believes that initial impressions and

information about the Company go a long way in the
formation of employees attitude towards the Company.
Thus, all new employees shall undergo orientation in his
first few days on the job and proper induction to Company
policies and practices is part of the total training process.

Regular review and orientation of the policies will be

conducted.
 Chapter 3: Work Period and Time
Register
Section 1 Working Hours

Standard working hours of the company is from ___ AM to

___NN and ___PM to ___PM, Mondays thru Sundays. However, some
departments and personnel may have different working hours as
may be decided by their Department Head/Supervisor.

The company may, however, change the prevailing working

hours if, in its judgment, it shall find such change or changes
advisable or necessary, either as a permanent or temporary
measure, to meet the requirements of efficient operations.

The company may require employees to work beyond their

time schedule if they fail to finish the task assigned to them due to
their negligence, omission or fault without additional pay.
Section 2 Use of Time Register

All employees, except those occupying supervisory and

higher management positions are required to use time cards or
logbook, to indicate their daily time-in and time-out. Falsification of
such records is a criminal offense.

Section 3 Time-in and Time-out Schedule

All employees must time-in and time-out only at the right

time. Early time-in or late time-out does not entitle any employee to
an additional payment although it may be considered in the
promotion.

Where an employee for a valid reason, forgets or fails to

properly time-in or time-out, he shall correct it subject to the
approval of the immediate supervisor provided two witnesses can
attest to the correct time-in or time-out.
Section 4 Certification of work record

The time-in and time-out record of an employee must be

countersigned by the immediate supervisor for payroll purposes.

Section 5 Basis of Payroll Computation

Payroll computation is based on effective time worked by an

employee during his/her official working hours. Make-up to recover
time lost on tardiness will not therefore be recognized in payroll
computations.

The Payroll-in-charge is authorized to process an employees

pay only if the employees time-in and time-out record bears his
signature and the approval of his immediate supervisor.
Section 6 Withholding of salary

Release of salary may be withheld in accordance with

the policy of the company to enforce compliance with
requirements or as a matter of disciplinary action. It may also
be withheld if an employee has an unpaid obligation to the
company. The employee concerned hereby authorizes the
payroll-in-charge to deduct from his salary such amount as
may be necessary to pay the obligation. The balance, if any,
will be released to the employee concerned.

Section 7 No work no pay

The company adopts the policy of No Work, No Pay.

There shall be no pay for unauthorized overtime work or work
during holidays.
 Chapter 4: Attendance
Section 1 Punctuality

Attendance record and your punctuality in your

daily report for work will be substantially considered in
rating your efficiency or performance on the job.

As such, the Company is extremely particular of

your being at your place of work and begins operations
at the starting time. In all cases, promptness will be
considered a plus factor in an employees merit rating
while frequent absences and/or tardiness will be treated
as a serious negative factor.
Section 2 Absences

An employee who cannot report to work for valid or acceptable

reasons must make prior arrangements and permission with the
immediate supervisor by filing his leave of absence at least three (3)
days in advance.

In urgent cases, the employee must inform immediately his

supervisor through call or text. Absences due to sickness must be
supported by a medical certificate or receipt of medicine taken or
affidavit of his parents or witness.

Section 3 Tardiness

Tardiness exceeding 5 minutes but not more than 10

minutes shall be subject to pay deductions.

Tardiness exceeding 30 minutes will be considered as half-day

absence without pay.
 Chapter 5: Overtime and Holiday
Work
Section 1 Policy

Employees maybe required to work in excess of

their normally assigned schedule work hours whenever,
in the opinion of the company, such overtime work is
necessary. Agents, truck drivers and those in the hauling
or delivery department are not entitled to overtime pay
anymore because they have sufficient allowances and
that is the nature of their work.
Section 2 Details of the Policy

No employee shall render overtime, nor shall he be paid

therefore, unless such overtime shall, prior to the beginning thereof,
have been approved by his immediate supervisor who is also
authorized by the management.

Accomplished overtime slip must indicate the following:

a. Purpose of the overtime work;
b. Date overtime rendered and estimated hours of overtime
requested;
c. Actual time and number of hours of overtime rendered;
d. Signature of the employee and approval of the immediate
supervisor.

Only overtime slips having complied with the above data will
be computed and paid of overtime pay in accordance with law.
 Chapter 6: Uniform, Appearance,
ID & Others
Section 1 Proper uniform

All employees must wear the proper uniform prescribed by

the company. Otherwise, management will not allow him to work.
Uniforms shall be at the expense of the employee. Uniforms must be
clean, well ironed and presentable at all times.

Wearing of tattered clothes, sleeveless or shorts is not allowed.

Section 2 Wearing of ID and safety devices

All employees must wear company ID during working hours.

Prescribed safety devices like helmets must be worn as well. IDs
shall be paid by the employee at the cost of P20.00. In case of loss,
the employee shall pay P50.00 for a new ID.
Section 3 Appearance

All employees must appear neat and presentable during working hours.
Wearing of light lipstick and foundation for women are allowed.

Section 4 Nails, Hair, Earrings and Fresh Breath

Nails must be short and clean. Men are not allowed to put nail colors.
Women are allowed to put nail colors but only light and simple colors.

Hair must be short for men. Long hairs are not allowed in the workplace
for men. Women are not allowed to color their hairs with glaring ones.
Black is the preferred hair color. Wearing of hats during working hours is
not allowed except for those exposed in the sun.

Men are not allowed to wear earrings during working hours. Women are
allowed simple earrings only.

All employees must ensure to keep their breaths/mouths fresh.

Section 5 Relationships

Employees in the same department are not allowed to have

relationships with each other. Illicit relationships are punishable by
termination from work.

All employees must respect each other.

Section 6 Shoes

All employees must wear black shoes. Rubber shoes and slippers are
not allowed in the company. Management may allow a certain group of
employees to wear rubber shoes when needed.

Section 7 Jeans

Wearing of jeans during working hours are not allowed. Black slacks
must be worn by men and black slacks or skirt for women. Management may
allow a certain group of employees to wear jeans when needed.
Section 8 Cell phones and Gadgets

Employees are not allowed to use, play and tinker with their
cell phones and gadgets during office hours except in emergency
cases.

Playing or unauthorized use of company phone, computer or

gadgets are strictly prohibited.

Section 9 Code of Conduct

All employees are expected to adhere to and abide by the

rules of conduct set by the Company. No one in the Company is
above these rules. Courtesy is to be observed at all times.

Respect for authority and protection of Company property is

expected from all employee. Actions that prove inimical to
Companys integrity and interests are never allowed (i.e. theft,
destruction of property, receiving or demanding money or in kind for
services or favors rendered.)
Section 10 Office Decorum

A. Station

Employees shall remain at their respective places of

assignment and shall not distract the attention of other employees
from their work by engaging in unnecessary conversations.

Misbehavior, boisterousness, and use of profane language

have no place in the company, loitering around either inside or
outside the premises during working hours is strictly prohibited.

B. Personal Matters

Attending to personal matters, during office hours is

prohibited. Employees should conduct their personal affairs outside
of the Company premises and not during working hours.
C. Smoking

Smoking is absolutely disallowed within the company premises and

during working hours. City and national ordinances and laws against smoking
are part of the company policies.

D. Visitors

Receiving private visitors during working hours is not allowed except

for emergency reasons.

E. Telephone Calls

Personal telephone calls, either incoming or outgoing, greatly

interferes with the business of the company and is not to be made except
when absolutely essential.

Telephone calls are to be answered promptly.

Upon lifting the phone, give your name, department and name of the
company. Converse in a low, modulated, courteous voice. Transact whatever
business or instructions briefly and accurately.
F. Personal Business

Employees shall not sell merchandise of any

kind, lottery, sweepstakes and other tickets or
engage in any form of personal business during
working hours. Betting during working hours is not
allowed.

G. Contributions

There shall be no solicitation for voluntary

contributions for any purpose, except those
specifically authorized by the company.
Section 11 Health Sanitation

Each employee is required to observe the following health

and sanitation rules to protect and safeguard his own health and
those of his fellow employees:

a. Proper Health rules should be observed with respect to the use

of handkerchief;
b. The comfort and sanitary facilities should be used properly and
maintained clean and in good order at all times;
c. All garbage should be placed or thrown into the appropriate
containers;
d. A presentable and neat appearance of the office premises should
be kept at all times;
e. All employees are required to undergo physical and dental
check-up by the Doctor and Dentist, respectively, once a year. The
HR Department shall coordinate with the Department Heads in
preparing a schedule of employees visit to the doctor/ dentist for
this annual check-up.
Section 12 Training and Development

The Company supports training of employees to

keep them abreast of the recent development in their
profession and line of work. Local training covers
sending employees to seminars and symposia sponsored
by respective professional organization.

Section 13 Firearms and bladed weapons

Employees are not allowed to bring firearms,

explosives and deadly weapons in the company
premises at all times. Otherwise, he will be terminated
from work.
 Chapter 7: Accountability
Section 1 Transfer of Financial or Property Accountability

When an officer or employee resigns or is transferred from one

position to another, a clearance must first be obtained from the HR
Department before leaving his position and assuming the new one. This
clearance must contain a complete statement of the financial and property
accountability of the position he is to leave, and the incoming officer or
employee must duly acknowledge the receipt of the same. Otherwise, he shall
pay for the loss or damage suffered by the company.

Leaving the company without proper clearance or resigning from

work without submitting a letter of resignation shall be penalized with
P10,000.00.

Any loss of company property due to the negligence, fault or

omission of the employee shall be shouldered by him double the amount.

The employee concerned will also face civil and criminal cases in court.
Section 2 Confidential Information

Every employee is expected to keep in strict confidence

all confidential matters concerning the business and affairs of
the company. He must refer to his department head, for reply,
all questions addressed to him on such matters.

Questions on salary, benefits and other labor matters

shall be addressed to the HR Assistant of the company.
Questions from unauthorized persons shall not be entertained.

Damage suffered by the company for revealing

confidential information shall be paid the employee double the
amount.
Section 3 Taking Company Properties Outside

Any office furniture/equipment or office

supplies to be taken out of the company building or
for delivery to suppliers must be accompanied with
a written authority slip duly signed by the
department head/supervisor.

Section 4 Using up Old Forms

When changing forms, consideration must be

given to the amount of stock on hand, if possible,
the change should be postponed until such stock is
exhausted.
Section 5 Energy Conservation

The excessive use of electric current and water in an office is

mostly due to the improper handling of lights, electric machines and
faucets. Lights and faucets should not be turned on unless actually
necessary. Electrical machines and faucets should not be left
plugged or open.

The last employee to leave the office at the close of the day
should see to it that all faucets, lights and electric machines are
turned off. Every employee should endeavor to contribute to
reducing bills.

Section 6 Closing of Days Work

Each employee should arrange to have all computers, office

equipment and machines properly covered, and filing cabinets locked
and cleared of papers.

Under no circumstances should letters, stocks, telegrams,

and cables, documents or other records left unarranged at the end of
the days work.
Section 7 Reported Loss of Cash, Equipment and other Valuables

Any suspicion on the loss of cash, equipment and other valuables

should be reported immediately to the supervisor/department head who will
take proper steps to institute recovery of the lost articles. The employee who
discovered the loss or damage should confirm the notice immediately in the
form of written report.

Section 8 Reporting of Articles Found

Articles of value found in the company premises should be turned

over promptly by the employee concerned to his department head, who shall
take steps to have the article returned to the rightful owner as soon as
possible.

Section 9 Fire and Robbery

In case of fire or robbery in the premises of the company, the first

officer or employee who notices it should at once give the necessary alarm
and should exercise efforts as far as the circumstances would permit to save
the loss or destruction of company funds and properties.

The Bureau of Fire or Philippine National Police must be contacted right away.
Emergency numbers must be displayed in strategic and conspicuous places.
Section 10 Change of status, contact number and address

When an employee marries or becomes single, he should give a

written advice to the HR Department so that this can be reflected on his
employment records. He must do the same if he changed his cell phone
number and home address.

Section 11 Liquidation

All monies received from the company for the some purpose must be
liquidated within a period not exceeding two (2) days from release. Failure to
liquidate the same will mean an automatic charging of the whole amount to
the employees personal account.

Section 12 Supplies

All requests for office supplies must be in writing and approved.

Section 13 Transfer and rotation

The management has the sole discretion to transfer and rotate

employees to its different branches as may be necessary or as a disciplinary
measure. The employee has no right to refuse the transfer or rotation.
 Chapter 8: Grievances &
Performance
Section 1 Complaints, Gripes and Suggestions

Any employee is free to approach his immediate

Supervisor on any matter he may wish to seek confirmation,
clarification or suggestion.
All complaints must be submitted to the HR
Department for appropriate action. No employee can go
directly to the Department of Labor without first settling the
matter within the company through its mediation and
resolution process. Otherwise, the employee shall be liable for
the attorneys/representatives fee of not less than
Php1,000.00 per hearing.
Section 2 Performance Appraisal

The objective of a Performance Appraisal Program is to

adopt a uniform treatment and assessment of employees
based on defined criteria, by rating system, so as to arrive at
an objective and realistic evaluation of an employees job
performance. This evaluation will be used as basis for
management decisions on:

a. The regularization of an employee in the present position;

b. The transfer of an employee to another job that will suit
his capability or a disciplinary measure;
c. The awarding of merit pay increase to an employee for
superior performance demonstrated on his job;
d. The promotion or upgrading of an employee to a higher
position;
e. The termination of an employees services for his
consistent failure to meet the requirements of the job
assigned to him or for his lack of potentials to handle any
available job in the company.
Section 3 How to Accomplish Performance Appraisal

A. The Performance Appraisal shall be accomplished in the

prescribed form made by management. The evaluation shall be
conducted by the immediate supervisor.
B. Such appraisal will be accomplished at least once every six (6)
months or every time an employee is considered for
regularization in his present position, for transfer to another
position, for promotion, for termination or for other purposes
required by management.
C. The evaluation form shall be submitted to the management for
final assessment and approval.

Section 4 Discussion with the Employee

The management or HR Department will discuss the result of

the evaluation for the employee to known his strong and weak
points. Necessary adjustment and advice should be made and given.
Section 5 Employee Resignation

Resignation Letter

Any employee who wishes to resign must submit his

resignation letter to the HR Department at least one (1)
month before effectivity of his last working day.

Should the resignation letter be submitted less than the

required 30-day notice and if employee stops working before
the effectivity of his resignation, the Company shall be entitled
to damages of not less than Php10,000.00.

Exit Interview

On the last working day of the resigning employee, he will be

requested to submit for exit interview by the HR Department
so that he will be informed of his obligations such as the non-
disclosure of confidential information.
Section 6 Retirement

The retirement age is 60 years old. The company shall

formulate a plan for the benefit of those retiring employees. Early
retirement

Section 7 Death

In the event of the death of the employee, he shall

conclusively be presumed to have appointed as beneficiary or
beneficiaries, the persons the following, in the order of preference:

a. Legitimate spouse and children;

b. Grandchildren or parents of the employees; and
c. Brothers and sisters.

Section 8 Death Benefits

The Company may give voluntary assistance in cash or in-

kind to the family of the deceased in such amount as it may willingly
give. This is not mandatory or compulsory.
 Chapter 9 Discipline
Section 1 Introduction and Purpose

A. To promote consistency in the observance of work rules and

regulations;
B. To outline Companys position on Disciplinary Policies;
C. The Discipline Penalty Chart provides supervisors handy
reference toward consistent and fair imposition of penalties on
different kinds of offenses;
D. Offenses not covered here shall be evaluated on a case-to-case
basis and will be handled with the same degree of consistency
and fairness as in the case presented hereof;
E. Existing laws and/or provisions of the Labor Code, which are in
one way or another contrary to this Disciplinary Penalty Chart,
shall govern; and
F. Questions related to these matters shall be referred to and
entertained by the HR Department.
Section 2 Definition of Terms

Verbal Warning

Otherwise known as oral admonition, is a discussion between the

supervisor and the employee regarding the employees conduct, performance,
or his failure to observe rules, regulations and administrative instruction. It is
intended to increase an employees efficiency by effecting a change in his
conduct, work attitudes and habits.

Written Warning

It is imposed upon the employee for unruly and unbecoming conduct

depending upon the weight of the offense and/or its repeated occurrence, the
degree of which is such that verbal warning will not suffice. The letter of
written warning or the notice of Disciplinary Action for such will contain:

1. Specific description of the misconduct or inadequate performance,

including time, date and circumstances;
2. A statement of past deficiencies or violations, if any;
3. A statement that the employee may reply in writing if he feels the
warning is unwarranted to explain his side;
4. The specific rule or regulation being violated.
Fine and transfer

The employee may be fined in an amount not

exceeding Php1,000.00 for violations committed. Fine may be
imposed together with other disciplinary actions. Fine
collected shall be deposited in a separate account to be used
for the benefit of the employee. The company will adopt
policies where fine shall be imposed.

Management may also transfer the employee as a

disciplinary measure without reduction of salary and benefit
unless he is also demoted.

Demotion

An employee is demoted by placing him in a lower

position. As such, he will receive the salary and benefit for
such position.
Suspension

Suspension is disciplinary leave without pay imposed

on the employee as a disciplinary measure. An employee may
be suspended for violation of a company rule or regulations,
the degree of which is such that verbal and written warning
will not suffice or after verbal and written warning, the
employee goes on violating company rules. It shall not exceed
30 days.

Dismissal

Dismissal is the most severe type of adverse action.

Before it is initiated, the facts and circumstances of the case
must be carefully analyzed and must support the conclusion
that the employee has clearly demonstrated his unwillingness
or refusal to conform to the rules of conduct. Normally,
progression of disciplinary measure will be applied to
rehabilitate an employee before determination is made to
dismiss him. However, certain violations are enough to
warrant dismissal for a first or second offense.
Section 3 Reimbursement

In addition to all disciplinary actions, the employee may be made to pay

damages caused to the company and/or sued criminally in court. Damages
shall be double the amount.

Section 4 Responsibilities

A. All supervisors and department heads may initiate disciplinary

actions to any offending employee under his charge. He shall then forward his
written report or recommendation to the HR Department for proper action.

B. The supervisor or department head is responsible for maintaining the

discipline among employees under him such as:

1. Maintain a harmonious and effective working atmosphere;

2. Keep employees informed of the rules, regulations and standard of
conduct;
3. Take all possible steps to prevent situations which may lead to
disciplinary actions;
4. Gather and analyze all the facts and carefully consider circumstances
before taking disciplinary actions; and
5. Constructively admonish employees individually and in private whenever
necessary.
Chapter 10- Omissions/ Infractions
Section 1 Offenses and their Corresponding Penalties

Offenses 1st Offense 2nd Offense 3rd Offense

Suspension for 15
working days.
Minor Offense Verbal Reprimand Written Reprimand
Dismissal if repeated
for the fourth time.

Suspension for 30
Suspension for 7 Suspension for 15 working days.
Moderate Offense
working days working days Dismissal if repeated
for the fourth time.

Suspension of 30
working days or
Major Offense Dismissal
dismissal as the case
may be.
Section 2 List of Offenses

I. Proper Conduct and Behavior

Minor Offenses

1. Failure to accomplish and submit Daily Time Record and reports;

2. Tardiness and under time;
3. Failure to wear the prescribed uniform, ID, shoes, and similar
offenses under the same chapter;
4. Unauthorized absence from work;
5. Wasting time, water and electricity loitering, cursing, sleeping
during working hours; using gadgets and similar offenses;
6. Receiving personal visitors or making personal telephone calls
during working hours except for emergency reasons;
7. Entering the store premises outside of office hours without prior
authorization from the line supervisor or without justifiable
reason;
8. Entering restricted areas without authority;
9. Smoking, drinking liquor and failure to comply and maintain
sanitation standards;
10. Taking part in any gambling, lottery or any other game of
chance;
11. Reporting for work while under the influence of liquor;
12. Drinking liquor within Company premises, except on
occasions and in locations authorized by the Company;
13. Distribution, viewing or reading pornographic materials, or
playing electronic games within Company premises;
14. Failure to maintain clean, personal hygiene and good
grooming;
15. Unauthorized use of cellular phone during work hours;
16. Failure to notify management of any change of address or
other changes in personal data within three (3) days from
its occurrence;
17. Eating while on duty;
18. Bringing of strong/unpleasant smelling food or
substances; and
19. Other similar offenses minor in nature.
Moderate Offenses

1. Carelessness resulting to bodily harm and/or injury to co-employees;

2. Insult, discourtesy, rudeness, or any act of unlawful aggression to any
co-employee or Company client within the Company premises or during
Company sponsored activities or occasions;
3. Posting libelous or degrading statement on Facebook or other social
media against any employee, member of the management or company;
4. Absence without official leave;
5. Laziness or feigning illness;
6. Threatening, intimidating or coercing employees of the Company, clients
and other parties doing business with the Company which may or may
not adversely affect the Companys interest;
7. Fighting or attempting bodily harm on any person except in self-defense
while in the Company premises or while performing work for the
Company inside or outside the Company premises or during Company
sponsored activities or occasions;
8. Unauthorized use of Company facilities, property and supplies for
personal use or other purposes not in relation with the Companys official
transaction;
9. Failure to observe Company safety rules and regulations;
10. Dishonesty;
11. Vandalism; and
12. Other similar violations.
Major Offenses.

1. Willful holding back, slowing down, hindering or limiting work

output;
2. Engaging in indecent, lewd and immoral acts while in the
Company premises or while performing work for the Company
inside or outside the premises or during Company-sponsored
activities or occasions, which can give occasion for scandal or
loss of confidence in the Company;
3. Bringing or involvement in illegal drugs and other crimes;
4. Theft, estafa or robbery;
5. Falsification of documents, receipts, time-in and time-out
records and other company records;
6. Causing physical, mental and emotional injury to any employee
of the Company at any time;
7. Malicious mischief resulting in injury to persons or destruction of
Company property or any other property for which the Company
may be held liable;
8. Inciting or participating in an illegal strike or disorder of any
kind;
9. Willful disrespect or insult to superiors;
10. Usurping or misrepresenting authority to the public or customers that
may cause damage to the Company;
11. Rumor-mongering or circulating untrue or confidential information
affecting the interests of the Company, officers or employees;
12. Illicit relationships;
13. Sexual harassment;
14. Use, possession or bringing of firearm, explosives, poisonous gas;
deadly weapons or other prohibited items;
15. Dealing in activities that will conflict with the business of the company
(conflict of interest);
16. Demanding or asking tips from customers;
17. Selling or inducing any employee or person to take prohibited drugs;
18. Willful disobedience to the lawful orders of superiors in connection with
assigned duties and responsibilities;
19. Membership or association with terrorist groups, NPA or killing-for-hire
groups;
20. Disclosure of company secrets or confidential information;
21. Failure to disclose actual or suspected violation of law, policies and
regulations of the company;
22. Conspiracy in the commission of major violations; and
23. Other similar offences which the company may deem serious.
Section 3 Offenses related to work responsibilities

Minor Offenses

Negligence in the performance of assigned tasks or

dereliction of duty without loss or damage to the Company or
exposure to risk of loss.

Moderate Offenses

1. Attending to personal matters for gain during working

hours;
2. Improper or incorrect use of equipment or its parts, or any
form of negligence which leads to damage or potential
damage to said property not more than Php2,000.00;
3. Unauthorized removing of Company memos, posters from
Company bulletin boards;
5. Unwillingness to work overtime when required, whenever
demand for overtime work is sanctioned by law;
6. Abuse of, or acting in excess of ones authority or
discretion not resulting in any loss or damage;
7. Failure to comply with the reportorial requirements of the
Company and with government agencies involving
payment of penalty not exceeding P2,000.00;
8. Furnishing of incorrect or misleading data to employers or
persons duly authorized to ask, receive or secure such
information, as a consequence of the employees neglect
or failure to conduct the proper research, investigation or
verification of facts;
9. Requiring subordinates or co-employees to perform work
for personal interest during working hours;
10. Disregarding customer needs; and
11. Other related offences.
Major Offenses

1. Engaging in outside employment without the

Companys written permission;
2. Demanding or accepting directly or indirectly
money or anything of value or any offer thereof
in relation to any Company transaction;
3. Negligence in the performance of ones duty, or
dereliction of duty, resulting to loss to the
Company in the amount exceeding P2,000.00;
4. Gross negligence in the performance of ones
duty, or gross dereliction of duty whether or not
there is financial loss to the Company;
7. Offering or receiving money or other valuable
consideration in exchange for a job, position or
better working conditions;
8. Engaging, directly or indirectly, in financial
transactions as a result of, or primarily relying
upon insider information;
9. Solicitation of personal business from clients;
10. Unauthorized disclosure/divulging of the
Companys secrets, confidential information or
matters;
11. Intentionally destroying, vandalizing, sabotaging
or damaging the Companys property or any
property for which the Company may be held
liable including equipment and/or devices;
16.Unwillingness to a lawful and reasonable
transfer to an assigned branch;
17.Losing or misplacing Company records which
cause prejudice to the Company;
18.After having access to pertinent information,
failure to report immediately any loss or
pilferage from which the Company has
suffered, or any fraud, deceit or other forms
of dishonesty or negligence; and
19.Other similar offenses.
 Chapter 11: Miscellaneous
Provisions
Section 1 Future policies

Policies that the company will issue in the future shall

form part of these policies and the contract of employment.

Offenses not mentioned in the policy shall be penalized

as the circumstances may warrant.

Section 2 Other grounds

Grounds for disciplinary actions provided for by law

and decisions of the Supreme Court shall form part of these
policies.
Section 3 No waiver

Acceptance of resignation or payment of damages is

not a waiver of the filing of criminal actions in court for the
offense committed.

Section 4 Jurisdiction

Cases arising from the enforcement of these policies

shall be filed the in the courts of Tagum City only.

Section 5 Presumption of knowledge

All employees are presumed to have knowledge of

these police upon start of work.
THE END