© PLOT oe Ret Implementing Guidelines (OM) dated | Effective Date: Oct 1, 1985 ‘Sept 27, 1995 Apivoved By AR, Sameon, Corser Greuphtead 5 To facilitale the processing of the cash advance, the requesting employee shall submit to Compensation (lor MatoMonita employees) or Provincial Exchange Head (for provincial employees) the following documents wih (heir request at last one (1) day before the actual ischarge datie: = Updaied Stalement of Account = Certificate of Confinement (stating particularly the nature of lines, specific surgical procedure and if iliness is congenital or mot- issued by the attending physician) Note: If deecharge is to take place on 2 Sunday, said documents must be presanied to Compensation af least two (2) days in advance for fast and timely processing. & Within five (5) working days ater discharge of the dopendent, the employee must submnil to CompensationProvincial Exchange Head the ongmal copies of the following documents for GMIP claims processing wilh the rrsurance company: + Statement of accourt + Charge Slips, laboratory exams, X-rays. otc - (Ofhoial Receipts (professional fee and hospital bill) - Group Medical Insurance Ciaim Form (accomplished and duty signed by the employee and attending physicaan} 7 Payroll Dwision shall inplement the deduction of the cash advance from the salary of the employes B. An employee may choose to pay partally o* in ful the outstanding accounton the . amount advanced by Ihe Company byl such payment arrangement shall be coordinated with Compensation.Ref CBA Handbook To set guidelines governing Hours of Work 8, POLICY STATEMENT ‘The company has a regular work schedule of lorty (40) hours per week. for full Gre employees. This schedule based on fal) eight ( B)-hour days lowed by two days of All employees are expected to ba at Meir working postions in accordance with this established hours of work. vT ‘¢. GUIDELINES __ The regular work period of an employee consists of forty (40) hours a woek, that ts. eight (8) regular work hours a day during ay five (5) days of the week Lunch braak is from 12.c'cbek roan to 1900 p.m. The Company aiso observes a 15 minute smack beak in the morning and in ve aflernoon. The breaks may be taken by the employes anytime from 10:00 to 11:00 am and 3900 to 400 pm ‘An employee who reports lata than hit essigned work schedule on any workday shall be considered tardy for that day and shallbe subject ta the extsting company rules and regulations goweming tardiness A. grace penod of five (5) minules shall be applicable to all work schedules An emplcyee may be required to work excess of ther normally assigned schedule of hours, whenever in the opmuan of fre Company guch overtime is necaaaary and approved by the Management " “Afi hours worked performedin gucess of eight (B) hours in any one day or in excess of forty (40) regular work hours in any OME work Week Bre Gastified as overtime hours An emplayee who gous an hal! day leave should af lesst work (4) hours straight during the + day . . s No employee should time in and out for anctner empicyee, otharwiah this shail be subject tp a corresponding discipinary action a i ge> PLDT ae He: HANDLING OF CALL S Industrial Relations CASES Ref: Department Order #7902 Efective Date 16 Sept 1878] Page tot 1 | pprawed By. Achy ED) Perer HANI CALLSICK 4. Employee should report higher inability to work to hevher immedkate supervisor within the 1" working hour of employees: tout of duty. 2 The Division/Exchange head prepares employee's PLD-S2 (Employees Leave & Sick Report) and submits said PLO-G2 to the company clinic. 3, Upon histher retum to the service, employee should sutenit himsaittherset to the ‘Company Physician for clearance and shall present a valid Mecical Certficate issued by employees’ private physician stating the type of ifiness and duration of iliness. 4, After the medical examination, the company doctor finds employees! sick leave acceplable and medical certificate issued by the private physician ta be true and rerrect, the leave of said employee shall be confirmed and charged agalnat ormployoo's sick Wave credes 5. MW employees’ diness is not confirmed but medical cartficate is vale, employees’ unconfirmed sick iave shall be treated as absence without pay and mo disciplinary action shall be taken against the ernployne 6, Wan employee's sick leave was declared unoonfirmed by the company physician and no medical certificate wae submited, such unconfirmed sick leave shall be subjected 1o disciplinary action. 7. The absence of the empbyee due to an alegod Miners shall be considered unauthorized and without pay and shall be subject to disciplinary action for unauthorized absance @ the care tals uncer any of the folowing @ The medical certificate presented comes a forged signature of the doctor who purportedly saund the said medical certificate, 4 ‘The medical certificate presented Is altered as to date and contents. 4 The medical certificate presented a taise in the sense that the alleged tacts stated therain are not but and correct @ The medical cevtficate presented was issued by a dector or person not qualified to attend to the ilness claimed by the empicyoo: © Other cases of falshes and misrepresentations relative to the medical certificate presented by the employes, and Paient abuse of sick leave privileges. INDUSTRIAL RELATIONS Wwty > PLOT Sore cty ! Title: Counseling Services industrial Relations B. POLICY STATEMEN' The company is committed to provide counseling services te its employees C. GUIDELINES 1. Counseling - is an inleracton of bwo (2] people, a one-on-one, face to face relabonship in a prvate setting with a homey atmosphere aimed to help an indivedual gain insight mic histher interests, abilities and needs. 2. Counselee / Clientele are: g Suspended employees a Reinstated empicyees 3 Reguiar employers whe wants to seek counseling sermces: a Emptoyees endorsed by superiors to condull'seek counseling. D. PROCEDURES {. SuspendodiReinstated Employees - Mandatory > Industrial Relations & Counseling Division (indRel) advises respective Division heads: of the scheduled session of the employees through a memorandum, The Division Saad advises employees of Me schedule IngRel sends the referral sip and schedules counseling with the counselor The employne goes to the counselor tor actual session Tho Counsolor submits the resutsfieectack to indRet indRial keaps records of the employeesichents, OSGeo 2. Walk-in Clients The employee goes to IndRiel for preliminary consultation. Indie! isues the emplayee a referral sip. & necessary, The employee goas to the Counselor for the actual session The Counselor submits the results feedback to indRet IndRiel mamtains the records of fhe client i. Provincial Employees + The employens gets reterral slip from the office of their Exchange Head % The employer goes to he office of the Counselor by appointment, Jor actual seasion. ‘The Counsalor presents/submits the resubsMeedback to incRel inde! keeps the records of results of the consultation of the empioyeeschents Po Soe + + NDUSTAIAL RELATIONSTitle: VIOLATIONS OF COMPANY Industrial Relations RULESIAND REGULA Fs > Fraud, Embezzlement of company funds Inventory losses: Security > Criminal acts prejudicial to the inbesest of the Company % Violation of secunty nukes and regulators (ve, vending, vehicle secuntty,etc.) } Other cases not handled by other investigating bodies. RAS (O01) @ Mega! senice connections + Toll reud Safety % Accident related cases: - Fre Occupational accaents Vehicular accdents INDUSTRIAL RELATIONS 13©PLor Cok Ret. as Prachce A-OO7 1954 2. Final Pay refers to the final compensation for the services rendered by the employee prior to the effective date of his separation from the Company, including vacation leave and sick leave credits, mid -year bonus, Christmas bonus, longevity pay, and other benefrs |. Service terminal Pay refers to the monetary compensation due to a regular emplaye 53 as provided for in he Gompany’s Benefit Plan such as retirement pay, disabiity pay, death benefit pay, and pay given to a resigning employee with at least 15 years of service ato. ) PROCEDURES: 1. Notice’ Advice of Separation from Service 11 Retirement ‘Sompulsory Retirement = Compensation shall initiate the insuance of letter of the scheduled date of compulsory retirement of tha employee. The leter shall be sent to the employee's Deision Head al least 60 calendar days before the effective date of his retirement. b. The retiring employie shall submit a written notiot of his intention to retire under the ‘optional retrement plan to his Daesion Heed at least 20 calendar days before the sfiectve date of hes rebrement 1.2 Resignation 2 The resigning empioyee shall submit a Letter of Resignation ta his Division Head to notify hint of fies intention to resign. b The effectve date of resignabon shall be at least 30 calendar days trom the date of Receipt of ne Leer of Resignation. 1.23 Disability a. The Company Physician shall forward @ copy of Personnel Leave and Sick Report — PLDS2 and a Medical certificate issued by a competent public nealth authority to Compensation. Compensation shail then inform the Division Head of the employee's separation by forwarding an |OM and the final evaluation of the public health authority 14 Dean a «The Division Head shall secure o Death Certificate froen the family of the deceased employer a5 soon a6 an advice of he employee's death ha been reported. The Death Certificate shall be immediately submited to Compentabon for processing of Finalservine termenal pay.Co PLDT PLOT Use Gry ashing Che _ Title: Salary Administration Compensation Program [Ffecha Dae [Page tol] A. OBJECTIVE To set guidelines and procedures governing tne efficient, fair and consistent administration ‘ofthe Salary Program POLICY STATEMENT The Company, within its operational capacity and affordabilty, shall esure that its Salary Pan is compottive with the industry andioe communty comparaior companies , All jobs in the organization are dicinbuied within a dassification structure and given salary ati according to the joo grades ino which imey fal . GUIDELINES 1 Salary Program for rank and fle and supernsory postions is admunistered by Comnpessation Agrsinistratien Division 2 Salanes shall be in accordance wath the established salary scale, Management approved incraates aed er CBA rocuts Mormover, ealary increases shall be given to empiyees based on Te folowing - 8 Wage orders sued by te goverment (when and where applicable per legal provisions } b. Adsbments commensutsie to @ new postion io which an employee ie promoted © Job Evaluation results upgiaded the position into a higher level 1. The Salary scale shal be requarly reviewed trough the help of periodic conduct andor pacticipabon in industry andlor community salary surveys. 4, Salaries shall be hed i= strict confidentality and only certain emplayees whe are authorwned io know because of he nature of their work shal have access to such data 5, Wapes and Salanes @ asic Salary The company adopls a basic mame for computing the employees’ salarios fo faciitate the payment accounting and auditing of applicable salanes and wages itis based on a Sat-daye-a week schedule equivalent fo 174 manhours per month b. Hourly Rate The hourly cate rofere to fe employee's basic monthly pary divided by 174 formal_worling hours. a month ARE er aa ene+ Send company-wide virus alerts, Please forward information to IT staf! to check informagon Thay wil make sure Necessary precautions are taken ») Make of post indecent romarks, proposals or materials. = Transmit commercial software or any copyrighted matenals balanging ta partios outside of fhe company of the company itself ©) Reveal or publicize confidential or proprietary information which includes, but is not limited to: financial information, new business and product ideas, marketing strategies and plans, databases and he information contained therein, customer lets, technical product information, compulerinetwork access codes and business relatonships. Use mixed casa. UPPER GASE LOOKS AS IF YOU'RE SHOUTING ) Perpetuate chain e-mail batters or their equivalonts. This incudes lotwrs that require re recipient i forward en e-mail to a specified number of addresses in order to achieve some monetary, phiceophical, poltical, superstitious, of other gow! E-mails that are part ofa mutdeve! markeling or pyramid-saling scheme, sometimes known as “Ponzl schemes.” are Htegal in many places and are specifically forbidden under this palicy © Crnate andor send “spam.” Spam is defined as any unsolicited electronic communicatan thal is sent to any number of recplents who did not specifically request oF express er interest in the material advertioad in the communication. wil be considered a greater offense If te company’s clectronic communications resowces are exploded s amplify tha range of distribution of thase communications «Send or encourage "letter bombs." Letter bombs ara extremely large of numerous e-mail mestages thal are inlended lo annoy, Interfere, or deny e-mail use by one or more recipients, * Practice an activity designed to deny the availabilty of electronic communications resources. Also calied “denial of service attacks,” those activities deny of limit sence through mail bombing, malicious axecutables such a3 viruses, thrantening & virus, of opening = a large number of mail connactans to a mail hoe! of SMTP relay ‘without authorization oF permission, 416. ADMINISTRATIVE SANCTIONS PENALTIES ‘OR BEHAVIOR! — ONS: T1 Sending Hraatenng, sandercus, | 1” Olfense 7 days suspension without pay | racially andlor seaualy harassing | 2" Offense: Termination messages 12 Sharing werlD wit another | 1 Offense: 7 days suspension without pay person without «approval of | 2" Offense: Termination | immediate Supenor and department head 13 Applying for useriD under fale | 7" Gtiense: Tecminaton pretenses. 1.4 Deletion, examination, copying, or modification of files andiar data belonging to other users without prior consent 1.6 Attempting to change disk space | imits. 16 Any unauthorized, dalborateRet Systoms Prachoe 4.006 10 August 1334 £ REQUIREMENTS/ATTACHMENTS ON SUSPENSION CASES Suspenson ( Tannese ) 1. Sumenary of tardiness of the employee within the tee (3) year penod | if applcable } 2 Memorandum requiring employee to explain violabon of rules. of offenses: 3. Empioyea's writen reply / explanation 4. Approval of recommended acbon iby the Division/Exchange head §. Advice to employee of suspension Urvausth: Absence 1. Summary of unauthorized absences of the employee within the Ehree (3) year penod ( # applicable} Memorandum requiring employee Io explain vioiation of rules of offenses. Employee's written reply or expianabon. Approval of recommended achon by tne DivsionExchange head Advice to employee of suspenmon. Suspension { Other Ofenses | 41. Repart of investigation proceedings ( # applicable ). 2 Meenorandum requinng employee to explain violation of rules or offenses: 3. Employee's written reply or explanabon. 4 Approval of recommended action by the Divigion/Exchange head. 5 Advise to employee of suspension F. REQUIREMENTSIATTACHMENTS ON DISMISSAL CASES: Dismissal - Excessive Unauthorized Absences & Abandonment of Work 1. Copses of advice to employee to report Io work within specified time trom receipt of advice | 1°, 2" 4 3" naboes } Accountability Checkket and Settiement of Accounts and Clearanoa Form (PLD493). Resignation letter of emaloyee, if im defaut of Department Onder Adm, 61-01. Advice of Notices of Termination. mo INDUSTRIAL RELATIONS 109: ployee S ampan Tet 1907-1009 RAP(MRP}Mgmt CBA | Effective Date Nov. 9, 1997 [Page tof 2 | A OBJECTIVE To sel guidelines and procedures on wearng company uniform. B. POLICY STATEMENT All regular employees are required to always wear their company undiarm while within company premises, 8. GUIDELINES A regular employee is entitled to free uniform yearly as determined by tne Personnel ment and Develboment Center (PermDev) through Employees Services Devision (EmpServ}. Uniform Section as follows: 1. OFFICE PERSONNEL a. Male 1. Officers and Executives Four (4) short of long-sleeved barong and four (4) slack pants [Optional 2 Associate Altomey/Doctor (except Managers and up) Three {3} long and one(?) short-sinewed barong and four (4) slack parts Flank & File, Management’Supenvisor (including QCI & Security Unt-and Sackor} Four (4) shorl-sieeved barong and four (4) slack pants |. Gl, Security, Safety, PS! and BMO Engneers Two?) shor-eeeved barong. two (2) while jackets and four (4) slack panits Business Account Team (Account Execulives/Sennce Coordinator International Business Tearn (Country Executives} Two(2] long & two (2) short-sleeved barang end four (4) slack pants ‘Company Pilot (except Manager & Up) Four (4) short-sleeved barong. four (4) slack pants and special pilot uniform Note Blazer is given ewery other year, Aireraft Mechanic ‘Two (2) short-eleaved Barong, three (3) white packets and four (4) slack pants Plant Supervieor (Aven Supervisor, Foreman, Opsim Supervisor) Two (7) shorteieeved bacong, two (2) yellow jackets. three (3) short-sleeved thins, two (2) slack and two (2) denim pants PMD AVEE GEaVices 123