EMPLOYEES

CODE OF CONDUCT
AND DISCIPLINE
FOREWORD I. APPLICABILITY

This Code shall be applied and enforced on all

The Company believes that discipline is vital in the employees or workers (collectively referred herein as
achievement of company goals, the professional “employees”, except when provided otherwise) at all
development and well-being of employees. With levels, regardless of status, rank, position and
discipline, the employees may discharge their employment status. This Code shall be read with
responsibilities in a smooth and consistent manner and construed together with the Employees
thereby create a climate of healthy working relationship Handbook (the “Handbook”) for further details.
in the Company.
II. MANNER OF INCURRING LIABILITY
This Code of Conduct and Discipline (the “Code”) aims
to govern the conduct of employees in carrying out their An employee shall be considered to have violated the
duties and tasks, their relationship with their fellow conditions in the Handbook and this Code under the
employees, suppliers, stakeholders, management and following conditions:
the community we belong to. It is not meant to put a
dividing line or disparity between the management and 1. When he/she performs a wrongful act
its employees, but rather hopes to create a harmonious constituting a violation of the conditions set
relationship in the Company. forth in the Handbook and as provided in
this Code, even if the wrongful act is done
All employees, regardless of employment status, rank with a different intention;
or position, are therefore enjoined to read this Code,
and to familiarize themselves with such rules and 2. Failure to do or the omission to perform an
regulations, so that they may be guided accordingly. act which resulted to damage or injury to
the Company and/or one’s fellow
employees.
 3. When an employee conspires with the Management reserves the right to classify and re-
offender; classify an offense, any other act, conduct or behavior,
which is deemed prejudicial to the interest of the
4. When the employee has knowledge of the Company.
commission of a wrongful act and shall fail
to report such wrongful act to his/her In determining the appropriate penalty, the following
immediate superior and immediate factors shall be considered:
manager without justifiable reasons.
1. Severity of the offense;
III. GENERAL PROVISIONS 2. Frequency of the commission of the offense;
3. Record of previous infractions committed,
This Code aims to guide and encourage positive regardless of the nature and kind of the
behavior among all employees to ensure that every offense;
aspect of business operations is carried out in the most 4. Extent of the damage or injury caused to the
efficient and effective manner.　　 Company, its property, business operations
and reputation; and
　 5. Status, rank, position and employment
IV. COVERAGE AND SCOPE status, assignments held by the erring
employee at the time of the commission of
This Code shall govern all disciplinary cases of the offense.
employees. It shall be applied and enforced against
erring employees at all levels, regardless of status, rank, The imposition by the Management of a lesser penalty
position and employment status. This Code contains than that prescribed in this Code shall not be deemed a
the list of offenses with their corresponding penalties waiver of any right of the Company to impose the
and shall serve as notice to each and every employee. proper or graver penalty for any repeated offense of the
same nature or kind. Likewise, the commission of one
offense shall be considered in the imposition of a higher
penalty than that prescribed in this Code, should the when contained in an Incident Report. The Incident
employee subsequently commit another offense, Report shall state the following:
whether or not such offense falls under the same article
of the prior offense. i. The name/s of the party/parties involve, if
known;
The list of offenses and penalties is not exclusive. In ii. A full narration of the unusual event, action or
the absence of any specific provision in this Code, an activity;
act committed by an employee causing damage to the iii. The place where the incident happened;
Company shall be dealt with in an analogous manner as iv. The time of the incident; and
may be prescribed in this Code. Provided that, in the v. Name of the person preparing the Incident
absence of an analogous offense under this Code, then Report.
the general provision of the Labor Code or other
applicable laws shall be applied in a suppletory manner. The Incident Report shall be submitted to the HRGA
Department. The HRGA shall verify the report and
V. DISCIPLINARY ACTION: GUIDELINES conduct an investigation in accordance with Company
AND PROCEDURES policy, rules and regulations.

For purposes of prompt implementation and B. Types of Offenses, Penalties and

identification of roles and responsibilities, the basis in Investigating Officers/Bodies
determining the proper disciplinary action process shall
be the following: Types of Penalties Investigating
Offenses Officers or
A. Incident Report Bodies
Minor Initial Immediate
Unusual events, actions or activities in the Company or Offenses Warning and Superior and
outside the premises of the Company during Company Final HR Manager
authorized events or affairs shall be given due course
 Warning C. Disposition of Disciplinary Action Process
Less Serious Suspension Committee for MINOR OFFENSES
Offenses to Panel A
Serious Responsible Person
Offenses Task/Activity
Extremely Dismissal Committee
Serious Panel B Immediate Superior Issues
Offenses Request
for
Explanatio
Composition of the Committee n Form
In coordination with HRGA (REF) to
Committee Panel A Employee
Committee Panel B

The Company, however, reserves its right to change a

member or all members of the Committee should it find
that one or all is/are incapable of exercising
impartiality. The Committee Members shall at all times Employee Answers/
take into consideration the best interest of the Replies to REF within 24 hours
Company. For offenses warranting a penalty of or within
suspension or dismissal, a member from the Legal the time given in the REF.
Department should always be present who shall then
preside over the proceedings.
Immediate Superior

Reviews/V
alidates
employee’ HRGA Assistant Manager Reviews
s answer recommen
and dation of
prepares Immediate
recommen Superior,
ded finalizes
disciplinar the
y action. Disciplinar
Should y Action
there be a Notice,
need to duly noted
inquire by the
further on Vice
the President
reported for HRGA
incident, and
HRGA and Departmen
Immediate t Manager,
Superior other than
shall the
spearhead immediate
an inquiry.
 superior or HRGA Files
reporting Notice in Employee’s 201 records
officer,
and issues
the same to D. Disposition of Disciplinary Action Process
the for LESS SERIOUS TO SERIOUS
employee OFFENSES

Responsible Person
Task/Activity

HRGA through the Issues

Employee Receives Request for Explanation Form
Disciplinar Immediate Superior (REF) to
y Action Employee
Notice and
make
corrective
action for
his/her
behavior
Employee
Answers/Replies to REF within 24 hours
or within
the time given in the REF.
 A
investigati
on with
employee.
Immediate Superior Submits to
HR
documents
(reply of
employee
& other Committee A
pertinent
documents Reviews/e
) valuates
and
decides on
the case.
Prepares
Disciplinar
HRGA Conducts y Action
initial (DA)
investigati
on and
prepares
report.
Convenes
Committee
President/General Approves y Action
or Comments on DA draft Notice and
Manager/Resident Agent make
(as the case may be) corrective
action on
his/her
behavior

Committee A Convenes
and
discuss
President’s HRGA Notifies
decision. Accounting and Security
Finalize Heads and
and keeps copy
prepare in
notice w/ Employee’
President s 201 file.
as
signatory
E. Disposition of Disciplinary Action Process
for EXTREMELY SERIOUS OFFENSES

Responsible Person
Employee Receives Task/Activity
Disciplinar
 & other
HRGA through Issues pertinent
Request documents
for )
Explanatio
n Form
Immediate Superior (REF) to
Employee
HRGA Conducts
initial
investigati
on and
prepares
report.
Convenes
Employee Committee
Answers/Replies to REF within 24 hours B
or within investigati
the time given in the REF. on with
employee.

Immediate Superior Submits to

HR
documents
(reply of Committee B
employee
 Reviews/e
valuates
the case.
Prepares
Disciplinar
y Action HRGA Notifies
Notice Accounti
Draft ng,
Security
units and
include in
DOLE
HRGA Prepares report re
and DA
Finalizes Dismissal
Disciplinar and file
y Action copy in
Notice for Employee
Signature ’s 201
of the File
President

F. SPECIFIC COMPLIANCE RULES

1. The Request for Explanation Form (REF) or

Employee Receives the written notice of the charges to the
Disciplinary Action Notice employee shall: a) describe the violation, b)
 the rule or law violated, c) the prescribed the allotted period will constitute a waiver of
penalty, and d) his/her opportunity to his/her right to be heard.
communicate her defense. This REF must be
prepared in three (3) copies and shall be given 4. Responsible investigating officers/Committee
to the following persons/departments within a panel members shall use the Recommended
reasonable period from the discovery of the Disciplinary Action Form (RDAF) in writing
offense, depending on the circumstances their decision and forward it to HR Manager
surrounding the incident and the severity of the for finalization. Except in cases of suspension
violation in relation to Clause VI. B. or termination where a Memorandum is issued
(Prescription of Offenses): containing the decision of the respective
Committee.
i) Original Copy - Employee
Concerned 5. If the employee fails to reply within the
ii) Duplicate Copy - HR allotted period, or refuses to submit
Section/201 File himself/herself for an investigation, he/she
iii) Triplicate Copy - shall be considered as having waived his/her
Supervisor’s file right to be heard. The officers/Committee shall
then duly-notify the employee concerned about
2. The Legal Department shall be forthwith such waiver and thereafter proceed to
notified of all disciplinary cases to ensure that deliberate the case. The Committee assigned to
proceedings are in accord with labor rules. the case shall serve the employee its decision
in writing.
3. The REF notice shall state: a) the period within
which the employee is directed to explain in 6. Depending on the gravity of the offense
writing and present evidence to defend committed and after receipt of the written
himself/ herself from the charges, and b) answer, the erring employee shall be requested
his/her failure to submit his/her reply within to attend a conference or meeting to be
 conducted by the Committee to give him/her
ample opportunity to defend himself/herself. A. Categories of Offenses
The erring employee shall be asked if he/she
desires to be assisted by anybody in his/her For purposes of uniformity in the application of
defense. The meeting may be adjourned from penalties, offenses or infractions are classified into six
time to time until investigation is completed. (6) categories with their corresponding penalties.
Any discussion in the meeting shall be reduced
in writing and duly signed by all those who 1. Offenses Relating to Work Attitude
attended the meeting. 2. Offenses Relating to Unauthorized
Overtime/Undertime
7. The erring employee may be placed under 3. Offenses Relating to Moral Turpitude, Fraud
preventive suspension, without pay, for a and Theft
period not exceeding thirty (30) days if 4. Offenses Relating to Falsification and other
his/her presence in the Company poses danger Acts of Fraud
to life or property of the company or other 5. Offenses Relating to Violence or other Crimes
employees or that his/her presence may 6. Multiple Violations
influence the outcome of the investigation.
B. Prescription of Offenses
8. When a question or conflict arises between the
Section/Department Head and the HR as to 1. For minor offenses, The Company has a period of
what specific rule or regulation shall apply to a fifteen (15) working days from the date of the
particular offense, the decision of the discovery of an offense to issue a show cause
Committee, deciding by majority vote, shall notice or REF to the concerned employee. If no
prevail. REF is given to the employee on the stated period,
the Company shall condone disciplinary action on
the said offense. This condonation shall not
VI. OFFENSES OR VIOLATIONS however prevent the Company from considering
 the commission of the condoned offense in a 6. Further, in offenses resulting to loss or damage to
subsequent commission of the same or a different company property or funds, or those belonging to
offense. other parties for which the Company is held
answerable, the offender shall further be obliged to
2. From the issuance of the REF, the Company has a restore the loss or damage by either repayment,
period of forty-five (45) working days within replacement of the article lost or damaged, and/or
which to initiate the disciplinary action process. by executing a written authorization to deduct the
equivalent amount from his/her salary. In case of
3. However, the above prescriptive periods will not payment, the amount thereof shall be based on the
cover offenses involving infractions like padding, actual value or the depreciated value of the
falsifications, false entries, fraud, theft and other property, as the case may be.
offenses involving company funds and property,
including shipping our defective products or
quality problems which will take a longer time to VII. PENALTIES
discover the offense, retrieve documents/evidences
and investigate the case. A. Purpose

4. The absence from work of the erring employee The Company recognizes the importance of justice and
shall stop the running of the above-mentioned fair play, thus it shall observe due process in imposing
prescription period. disciplinary action against an erring employees. With a
progressive discipline system, the Company aims to
5. In cases where the offense/s committed constitute prevent infractions rather than impose penalties.
criminal acts under existing penal laws, the
Company reserves the right to institute the B. Types
appropriate criminal and/or civil actions for the
protection of its interest. 1. Written Warning – WW
 2. Suspension – S and accompanying number c) Total of three (3) days UA S15
corresponds to the number of days of S30 T
suspension. e.g. S7 - means 7 days d) Total of four (4) days UA S30
suspension. T
3. Termination – T e) Total of five (5) days UA T

VIII. TABLE OF OFFENSES AND PENALTIES 2. Habitual unauthorized absences and

absenteeism after consuming the leave
The following acts or omissions are considered offenses privileges. Absenteeism is voluntary or
and shall be punishable upon determination of a deliberate absence from work without a good
reasonable ground to do so. or valid reason.

A. OFFENSES RELATING TO WORK A. Deliberate Absenteeism

ATTITUDE 1st Offense
2 nd

1. Incurring non-consecutive Unauthorized a) 10 to 12 days absence WW

Absences (UA) or Disapproved Absences S1
within a month. b) 13 to 15 days absence S3
S5
1st Offense c) 16 to 24 days absence S5
2 nd
3rd
4th
5th
6th
S7
d) 25 to 30 days absence S6
a) One Half to One (1) day UA WW S10
S1 S5 S15 S30 T e) 31 to 36 days absence S15
b) Total of two (2) days UA S1 S30
S5 S15 S30 T f) 37 days or more S30
T
 official (written) leave filed with and approved
Deliberate absenteeism despite repeated orders by the superior.
to report for work may be construed as
abandonment which may justify termination 3. Incurring unexcused tardiness in a month (with
from employment. or without given information to the Company).

B. Involuntary absenteeism or Excessive Offenses 1st

Unnecessary Medical Leaves 2nd 3rd 4th
5th

This shall be determined by the Company a) 2nd tardiness (2x in a month) WW S1

based on the diagnosis of the Physician and the S3 S5 S7
prescribed period for the employee to rest or b) 3rd tardiness (3x in a month) WW S1
period of confinement. On prolonged medical S3 S5 S7
leaves, the Company shall adopt all c) 4th tardiness (4x in a month) S1 S3
government mandated compensation S5 S7 S10
assistance for the employee. However, it has d) 5th tardiness (5x in a month) S3 S5
the right to determine the physical competency S7 S10 S15
and fitness of the employee prior to his/her e) 6th tardiness (6x in a month) S5 S7
return to work. The safety and health of the S10 S15 S30
employee and the other employees is the f) In excess of six (6) tardiness S10
primordial concern of the Company. S15 S30 T
g) In excess of 5th offenses
C. Absence Without Official Leave (AWOL) (2nd to 5th tardiness) S15
S30 T
AWOL for four (4) consecutive days could be
the basis for termination. AWOL means no
 4. Incurring fifteen (15) accumulated tardiness S1
within a calendar year even if some infractions S5 S15 S30 T
were already given sanctions.
Offense 1st 8. Continuously incurring three (3) or more
T “Poor” performance rating in the course of
his/her employment, including performance
5. Leaving the workplace or company premises evaluation during the probationary period.
during working hours without prior permission Offense 1st
from the Superior/Section Head and without
valid reasons. T
Offense 1st
2nd 3 rd
4 th
5 th
9. Intentionally slowing down, dragging or
S1 limiting output or inducing or encouraging
S3 S10 S30 T other employees to do so.
Offense 1st
6. Wasting time or loitering during company 2nd 3 rd

time, overstaying in the comfort room or S15 S30 T

canteen or other areas not necessary to the job
or extending meal, snack or rest periods. 10. Unauthorized stoppage of work, which is not
Offense 1st 2nd considered as downtime.
3rd 4 th
5 th
Offense 1st
S1 S5 2nd 3 rd

S15 S30 T S15 S30 T

7. Sleeping while on duty. 11. Engaging in activities not directly or

Offense 1st indirectly related to work, including but not
2nd 3rd 4th 5th
 limited to reading, watching or playing during without prior designation by the immediate
work hours. . superior.
Offense 1st 2nd Offense 1st 2nd 3rd
3 rd
4 th
5 th
6 th
4th 5 th

WW S3 S1 S5 S10
S7 S15 S30 T S15 T

12. Bringing inside the Production Area and other 15. Unauthorized turn-over of shift or changing
Work Areas of electronic gadgets or gizmos, or exchanging shifts with other employee/s
including but not limited to tablets, iPads, without prior authorization by the immediate
iPods, Mp3 players and other radios, and such Superior.
other similar devices during work hours, Offense 1st 2nd 3rd
except when authorized. 4 th
5 th

Offense 1st 2nd 3rd S1 S5 S10

4 th
5 th
6 th
S15 T
WW S3 S7
S15 S30 T 16. Insubordination/failure or refusal to carry out
verbal or written lawful job instructions of
13. Malingering or pretending to be sick to avoid superiors.
work or do assigned tasks. Offense 1st 2nd 3rd
Offense 1st 2nd 3rd S15 S30 T
4 th

S5 S15 S30 T 17. Refusal to comply without valid reason to a

lawful order of reassignment or transfer from
14. Unauthorized performance of work other than any position or place of assignment.
those assigned or authorized, or transferring Offense 1st 2nd
from one department or section to another S30 T
 Offense 1st 2nd
18. Refusal/failure to accept work shifts or work S30 T
assignments designated by the supervisor or b) Minor damage/accident
department head, without justifiable ground. Offense 1st 2nd 3rd 4th
Offense 1st 2nd 3rd S7 S15 S30 T
S15 S30 T
22. Disrespect, discourtesy, shouting in loud and
19. Not following work standards or standard angry voice, insult or use of foul language
operating procedure resulting to rejects and towards any employee, visitor, supplier,
damage or loss to the company, and may supervisor or management official within
require countermeasures e.g. trouble company premises or during official
campaign/sorting or overtime services. time/events.
Offense 1st 2nd Offense 1st 2nd 3rd 4th
S30 T 5 th
6 th

S5 S7 S10 S15
20. Refusal to perform overtime work after due S30 T
notice and without justifiable reason.
Offense 1st 2nd 23. Failure to report loss, wastage or damage of
3 rd
company property or materials or parts under
S15 S30 his/her charge.
T Offense 1st 2nd 3rd
S25 S30 T
21. Failure to turn-off the switches of the
production machines during break or quitting 24. Posting, defacing, altering or removing notices
time resulting to: or any matter on bulletin boards or any
company property at any time unless
a) Major damage/accident
 specifically authorized or permitted by Offense 1st 2nd 3rd
company’s management. 4th
5th
Offense 1st 2nd 3rd 4th S5 S10 S20
S6 S12 S26 T S30 T

25. Willful destruction of company property, 29. Improper or incorrect use of company tools,
including lockers, drawers, cabinets without equipment or vehicle, contrary to operating
prior authority. procedures without substantial damage to
Offense 1st Company property or product.
T Offense 1st 2nd 3rd
4 th
5 th 6th

26. Causing damage to company property through S1 S3 S7

gross negligence or intentional failure to act on S15 S30 T
an earlier reported problem, machine trouble
or parts damage 30. Intentionally detaching, withdrawing from use,
Offense 1st or rendering inoperative mechanical safety
T devices.
Offense 1st
27. Threatening to cause damage to company T
property.
Offense 1st 2nd 31. Revealing or passing company secrets,
S7 T formula, operations, inventories, business
strategies or confidential matters to
28. Unauthorized use of company tools, equipment unauthorized persons, corporation or any
or vehicle, without substantial damage to business enterprise to the detriment of the
Company property or product. Company
Offense 1st
 T 35. Failure to wear prescribed uniform or I.D.
Card within company premises, office or work
32. Carelessness or negligence at work that results area.
in disruption of activities, downtime, damage Offense 1st 2nd 3rd 4th
or loss by the Company. 5 th
6 th

Offense 1st 2nd 3rd 4th WW S1 S5

S15 S30 T
S7 S15 S30 T
36. Failure to get a complete, annual medical
33. Causing material wastage or substantial examination within the scheduled period and
expense to Company due to as required when the health condition of the
carelessness/negligence or hasty and employee may cause unnecessary threat or
unapproved decision. concern to one’s health or to other Company
Offense 1st 2nd 3rd 4th employees.
Offense 1st 2nd 3rd 4th
S10 S15 S30 T S5 S15 S30 T

37. Refusal to be subjected to medical or

34. Failure to exercise care and responsibility over laboratory tests when required under some
company equipment, tools or vehicles under valid or justifiable ground. Except when the
one’s charge, without substantial damage to refusal is with valid reason.
Company property. Offense 1st 2nd 3rd 4th
Offense 1st 2nd 3rd 4th S5 S15 S30 T
5 th

WW S3 S12 38. Creating or contributing to unsanitary

S26 T conditions such as but not limited to urinating
or defecating in places other than in the place
 assigned by the Company, spitting on the
floor, littering and unsanitary use of toilets. 42. Operating machines or equipment contrary to
Offense 1st 2nd 3rd 4th established operating procedures or without
5 th
6 th
the consent and/or knowledge or the
S1 S3 S6 authorized supervisor or department head,
S15 S30 T without substantial damage to Company
property.
39. Bringing foods and/or drinks inside working Offense 1st 2nd 3rd 4th
areas. 5th S1
Offense 1st 2nd 3rd 4th S6 S15 S30 T
5 th
6 th

WW S3 S7 43. Unauthorized driving, riding and/or allowing

S15 S30 T unauthorized persons to ride on any company
vehicle, including fork lift, even without
40. Entering RESTRICTED area or places without substantial damage to Company property.
permission or authorization. Offense 1st 2nd 3rd 4th
Offense 1st 2nd 3rd 4th 5th
5th 6th S5 S10 S15
S1 S5 S10 S30 T
S15 S30 T
44. Refusal to submit to or failure to abide with
41. Use of mobile phone during working hours, auditing, security, safety and hygiene
unless justified. regulations in the performance of official duty
Offense 1st 2nd 3rd 4th or while within the company premises.
5 th
6 th
Offense 1st 2nd 3rd 4th
S1 S5 S10
S15 S30 T S10 S20 S30 T
 48. Moonlighting or engaging in activities
45. Interfering or refusing to cooperate or follow a prejudicial to the company’s interest or
directive, without valid reasons, given by affecting work efficiency.
authorized security personnel or other Offense 1st
authorized personnel who are in the T
performance of their duties or lawful orders,
particularly but not limited during 49. Sabotage or other acts inimical to the security or
emergencies. interest of the company.
Offense 1st 2nd 3rd 4th Offense 1st
S10 S15 S30 T T

46. Assisting or allowing anyone to enter company 50. Removing or damaging safety and hygiene signs.
premises or restricted areas, at any time, Offense 1st 2nd 3rd
without proper authorization. S12 S26 T
Offense 1st 2nd 3rd 4th
5 th
51. Unruly conduct or boisterous behavior as to cause
S5 S10 S15 disorder, create tension or disrupt work or create
S30 T trouble or confusion in the Company premises or
during official activities.
47. Serious breach of security and/or safety Offense 1st 2nd 3rd 4th
regulations resulting in loss of life or property 5 th

to Company employees or properties. S5 S10 S15

Offense 1st S30 T
T
52. Peddling, selling or vending merchandise or
service to any employee of the Company without
authorization.
 Offense 1st 2nd 3rd 4th 55. Failure to wear prescribed and/or protective and
5th 6th safety equipment like masks, earplugs, gloves, and
WW S5 S10 etc.
S15 S30 T Offense 1st 2nd 3rd 4th
5 th
6 th

53. Organizing or attending unofficial/personal WW S1 S5

meetings or discussion as well as distributing S15 S30 T
printed materials within Company premises
without prior authorization from the company’s 56. Violation of safety rules within company premises
management. or performance of unsafe work exposing company
Offense 1st 2nd 3rd 4th to possible accidents resulting to danger to life or
5 th
loss or damage to property.
S5 S10 S15 Offense 1st 2nd 3rd 4th
S30 T S10 S15 S30 T

54. Drinking beer, liquor or any intoxicating 57. Tampering, removing, improper or unauthorized
beverages inside company premises or entering or use of fire protection, firefighting equipment and
working in company premises while intoxicated. alarm system.
Offense 1st 2nd 3rd 4th Offense 1st 2nd 3rd 4th
S10 S15 S30 T
S6 S12 S26 T
58. Throwing inflammable or combustible materials,
(Illegal drugs shall be dealt in accordance with the explosive or lighted cigarettes into trash cans,
company policy on drug prevention and abuse.) waste containers or enclosed receptacles within
company premises, even without substantial
damage to Company property.
Offense 1st 2nd
 S30 T 62. Instigating noise barrage, silent protest actions or
engaging in any disruptive act on Company
59. Smoking in a “No Smoking” area and in places operations.
wherein inflammable or combustible materials or Offense 1st 2nd
effects are stored or located. S30 T
Offense 1st 2nd
S30 T 63. Frequently entertaining visitors during working
hours or attending to personal business.
60. Immoral advances, offensive or Offense 1st 2nd 3rd 4th
lascivious/obscene acts or gestures towards a 5 th
6 th

fellow employee/s or other persons inside the WW S5 S10 S15 S30 T

company premises.
Offense 1st 2nd 3rd 64. Refusal to submit to reasonable inspection
S15 S30 T conducted within company premises by
authorized security personnel.
(Similar offenses can be classified under the Anti- Offense 1st 2nd 3rd 4th
Sexual Harassment Policy and the Committee on 5 th

Decorum and Investigation shall handle the case) S3 S10 S26

S30 T
61. Willfully altering or tampering the company
designated time clocks, including other wall 65. Concealing contagious disease, which may
clocks. endanger the health of fellow workers.
Offense 1st 2nd Offense 1st 2nd
S30 T S30 T

66. Use of company telephone for personal

purpose and without proper authority.
 Offense 1st 2nd 3rd 4th S5 S12 S30 T
5th 6th
WW S3 S10 2. Requesting for shuttle service pick-up or drop-
S15 S30 T off outside the designated route.
Offense 1st 2nd 3rd 4th
67. Use of 2-way radio, tape recorder, USB S5 S12 S30 T
(removable disk), camera or any Personal
Communication Equipment (PCE) or
Information Recording Devices (IRD) by an C. OFFENSES RELATING TO MORAL
employee during working hours without TURPITUDE/FRAUD/THEFT
proper authority.
Offense 1st 2nd 3rd 4th 1. Misuse or misappropriation of company funds,
5 th
6 th
supplies, equipment or materials for personal
WW S3 S10 benefit whether direct or indirect.
S15 S30 T Offense 1st
T

B. OFFENSES RELATING TO 2. Stealing, pilfering or attempting to steal or

UNAUTHORIZED OVERTIME/ pilfer or obtaining fraudulently company funds
UNDERTIME, AND RELATED or property or those of other company
OFFENSES. employees
Offense 1st
1. Unauthorized overtime work or unauthorized T
day-off/holiday work or work not done where
the employee collected or tried to collect 3. Profiting from the sale or other disposition of
his/her corresponding salary/premium. Company properties.
Offense 1st 2nd 3rd 4th Offense 1st
 T T

4. Willfully substituting parts, materials and 8. Conniving with or abetting others to steal
supplies of the company with items of lesser or company or co-employees’ property or funds.
inferior quality not authorized by the Company. Offense 1st
Offense 1st T
T
9. Embezzlement or misappropriation,
5. Conniving with suppliers, creditors, or clients illegitimate activity or in bad faith involving
of the company in transactions which tend to company funds/assets.
defraud or actually defraud the Company or Offense 1st
place it in a disadvantageous position. T
Offense 1st
T 10. Possession of master key or similar devices
which can open lockers, drawers, rooms inside
6. Offering or accepting anything of value in the company premises including those of
exchange for job, work location or assignment, company personnel without proper
favorable condition of employment or authorization.
company contract. Offense 1st
Offense 1st T
T
11. Conduct of an indecent or offensive act or use
7. Commission or attempt to commit any act of of profane or obscene language during work
dishonesty not punished by any provision of hours within company premises, destructive
this Code. criticisms against the Company or its products,
Offense 1st rumor-mongering while or inside company
premises causing damage to company officials,
 supervisors, co-employees, company or any of ACTS OF FRAUD
its products.
Offense 1st 2nd 1. Providing false/incomplete information in the
application form or employment records or other
S30 T company records and documents unless justified by
a full disclosure previously made with the
12. Divulging confidential matters regarding the hiring/interviewing committee. This item includes
employment condition, benefits and privileges forgery of signature in the application/employment
of another employee. forms.
Offense 1st 2nd Offense 1st
T
S20 T
2. Giving untruthful statement or concealing material
13. Failure to liquidate cash advances within the facts in an investigation conducted by authorized
commitment date. representative/s of the company.
Offense 1st 2nd Offense 1st
T
S30 T
Provided that if the unliquidated amount is 3. Falsifying any time-keeping records where the
more than Fifty Thousand Pesos (PhP50,000), employee was able to draw salary or any company
and if no justifiable excuse was given for non- funds by virtue thereof.
liquidation, the first offense may be meted out Offense 1st
with the penalty of termination. T

4. Drawing or getting another’s salary without the

D. OFFENSES RELATING TO latter’s authorization.
FALSIFICATION AND OTHER Offense 1st
 T 9. Participation or involvement, directly or indirectly,
in any transaction involving any person, company
5. Intentional punching of another’s time card. Both or business enterprise which the Company, directly
the offender and the time card owner are penalized or indirectly, has commercial relationship, which
Offense 1st such participation or involvement is of nature
T detrimental to the Company.
Offense 1st
T
6. Soliciting or receiving any money, gift, share,
percentage or benefit from any person or company 10. Submitting false or fraudulent money claims
or through mediation of another person/party against Company or submission of forged
resulting to the disadvantageous position of the certification or document in connection with
company. such money claims.
Offense 1st Offense 1st
T T

7. Acting or representing the Company without prior 11. Assisting or helping another to defraud the
authority. Company of its funds or property.
Offense 1st Offense 1st
T T

8. Gambling, betting, and conducting lotteries or other 12. Willful refusal or failure to report to the proper
similar acts inside company premises. company official by an employee who has
Offense 1st knowledge of the existence of any collusion,
T connivance or act of dishonesty committed
against the Company.
Offense 1st
 T
13. Failure to inform the management of some 3. Willfully inflicting or attempting to inflict
change in personal circumstances which injury or harm, other than acting in self-
enables an employee to claim Company defense, on company officials, supervisors or
benefits (Eg. Solo Parent Leave) co-employees during working hours or within
Offense 1st 2nd company premises or outside thereof but in
pursuance of company assignment or work.
S20 T Offense 1st
T

E. OFFENSES RELATING TO VIOLENCE 4. Breaking/destroying or tampering with locks

OR OTHER CRIMES & installed on another’s locker without the
ROUGH PLAY latter’s consent or Company authority.
Offense 1st 2nd
1. Challenging, provoking or instigating, S30 T
intimidating, coercing or harassing a fellow
employee or anybody to fight inside the 5. Engaging in heated arguments against any
company premises or anywhere during a employee by means, which tend to cast dishonor,
Company event or official activity at any time. discredit, contempt, public hatred or ridicule
Offense 1st 2nd upon the latter.
S30 T Offense 1st 2nd 3rd
S10 S20 T
2. Fighting inside company premises, whether or
not any injury or damage was sustained by the 6. Engaging in horseplay, running, scuffing,
company or a co-employee. pushing, throwing things or behaving roughly
Offense 1st inside company premises or during company
T
 events, where no injury, death or damage had 10. Planting evidence against an employee for any
resulted. reason or to evade responsibility for the
Offense 1st 2nd 3rd 4th commission of crime or offense.
S5 S15 S30 T Offense 1st
T
7. Engaging in money lending activities within the
company premises and using work hours to do 11. Possession, sale, attempt to sell or transfer of
business. illegal drugs inside company premises.
Offense 1st 2nd 3rd 4th Offense 1st
5 th
T
WW S5 S15
S30 T 12. Possession of explosive, firearm or other
deadly weapon by any employee inside the
8. Borrowing of money by superior from his/her company premises or outside during Company
subordinate or frequent asking of employee to events, unless authorized by management.
guarantee a loan or any obligation for him, which Offense 1st
affects the work environment. T
Offense 1st 2nd
S30 T 13. Writing, carving, etching, painting, posting of
drawing or other similar acts or any acts of
9. Conviction for any crime against life or property, vandalism on the company walls, fence, carton
even pending appeal. boxes, plastic wrappers or other
Offense 1st materials/property of the Company, including
T contracted shuttle service vehicles. (Offender
shall also clean the mess, restore and/or
replace the vandalized material/property at his
own expense.)
 Offense 1st 2nd 3rd Every employee is expected to acquaint herself/himself
S15 S30 T with the provisions of this Code. Ignorance of the
foregoing provisions, therefore, shall not excuse anyone
14. Intentional failure, without valid reason, to from compliance.
turn over to the Company immediately any
money or cash received by any employee for All standing rules, regulations or policies that are
delivery/payment to the Company. inconsistent with the provisions hereof are hereby
Offense 1st deemed replaced or modified accordingly; otherwise,
T they shall remain valid and enforceable.

15. Concealing defective work, which becomes This Code shall take effect upon receipt of a copy
prejudicial to the Company. thereof or upon the orientation of the employee,
Offense 1st whichever is earlier.
T

F. MULTIPLE VIOLATIONS

When a single act constitutes two or more offenses

under this Code or when an act is a necessary means for
committing the other, the penalty for the more/most
serious offense shall be imposed.

IX. EFFECTIVITY OF THE CODE

 Note: This copy of Code Conduct and Discipline must be
surrendered to the Company when holder ceases employment
with the Company.