Version 1 – January 2015

Makati City, Philippines

EMPLOYEE HANDBOOK
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Dear Colleague,
Welcome to the Global Companies team!

This handbook will serve as your guide through your stay with us.
It contains all the necessary information that will help you perform your
role and responsibilities effectively. It also presents the benefits and
privileges that are available based on your contract with the company.

We hope that your passion to serve through the Global Companies

will be enriching and fulfilling; contributing to our culture of creativity,
diversity, excellence and integrity.

We are happy to have you on board.

The Management

For inquiries and suggestions regarding

the content of this handbook,
please feel free to see or call the
Human Resources Department.

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 TABLE OF
CONTENTS

I.
THE COMPANY 7

HISTORY 7

VISION 7

MISSION 7

CORPORATE CULTURE 8

BUSINESS PURPOSE 9

II. EMPLOYEE PROGRAMS 10

A. PERFORMANCE MANAGEMENT SYSTEM 10

1. TERMS OF EMPLOYMENT 10

2. JOB CLASSIFICATION 11

3. INDUCTION PERIOD 13
4. APPRAISAL 13
5. PROMOTION 14

6. EMPLOYEE DEVELOPMENT PLAN 15

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B.
EMPLOYMENT POLICIES 16

1. RECRUITMENT AND HIRING 16

2. TRANSFERS 16

3. EMPLOYEE RECORDS 16

4. RESIGNATION, SEPARATION AND TERMINATION 17

5. BUSINESS ETHICS AND CONDUCT 18

a. Working Days and Hours

b. Attendance and Punctuality

c. Housekeeping

d. Health and Safety

e. Corporate Dressing and Grooming Standards

f. Telephone Courtesy

g. Official Business

h. Use of Office Equipment

i. Password

j. Confidentiality of Information

k. Hiring of Relatives

l. Solicitation and Donation

m. Accepting Gifts

n. Gaming Activity in Resorts World Manila

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 6. COMPANY CODE OF CONDUCT 28

a. Classification of Offenses

b. The Employee’s Recourse

c. Procedure for Reporting/Filing of Disciplinary Action Case

C. COMPENSATION AND BENEFITS PROGRAM 32

1. Compensation 32

a. Cut-off

b. Premium Payment

c. Night Differential

2. Benefits 34

a. Statutory
Benefits 34

1. Social Security System, SSS (R.A. 1161,

as amended by R.A. 8282)

2. Employee’s Compensation Program,

ECP (P.D. 626)

3. Philippine Health Insurance Corporation, PHIC

(R.A. 7875, as amended by R.A. 9241)

4. Pag-IBIG Fund/Home Development Mutual Fund,

HDMF (R.A. 9679)

5. Department of Labor and Employment (DOLE)

Imposed Benefits

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 a. Paternity Leave (R.A. 8187)

b. Parental Leave for Solo Parents (R.A. 8972)

c. Leave for Victims of Violence Against Women and

Children (VAWC) – R.A. 9262

d. Special Leave for Women – R.A. 9710

(The Magna Carta of Women)

b. Company-initiated Benefits 36

1. Time-off with Pay 36

a. Vacation Leave (VL)

b. Sick Leave (SL)

c. Birthday Leave (BL)

d. Sabbatical Leave

2. Protective Benefits 38

a. Health Care Benefit

b. Group Term Life/Accident Insurance

c. Bereavement Assistance

d. Retirement Plan

3. Housing Plan 40

4. Car Plan 41

AMENDMENTS 42

III. ANNEXES 43

ANNEX A: ORGANIZATIONAL STRUCTURE 43

ANNEX B: CORPORATE DRESSING AND GROOMING STANDARDS 47
ANNEX C: OFFENSES SUBJECT TO DISCIPLINARY ACTION 51

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 I. THE
COMPANY
HISTORY
The Global Companies namely, Global One Integrated Business Services,
Inc. and Luxury Global Malls, Inc., offer a wide range of back office,
front office and retail support services. The Global Companies were
formed as part of the strategic step by Megaworld Corporation to gain
new heights of accomplishments in the real estate and property
development industries.

Global One Integrated Business Services, Inc. and Luxury Global Malls, Inc.
or “Global Companies,” are wholly owned subsidiaries and business
partner solutions providers of Megaworld Corporation established
in October 2014.

VISION
We deliver competitive advantage primarily to Megaworld Group
through business process services and solutions that meet the highest
global standards.

MISSION
We ensure service excellence with full client satisfaction through technical
competence, professionalism and integrity.

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CORPORATE CULTURE
We believe that the attainment of the organization’s vision and mission
relies on its people with:

PASSION Working with a deep sense of purpose

and enthusiasm

VIBRANCY Exhibiting vigor and energy in the workplace

CREATIVITY Producing original and out-of-the-box ideas

DIVERSITY Respecting individual differences

EXCELLENCE Achieving perfection through efficient and

effective means

INTEGRITY Adhering to moral and ethical principles

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BUSINESS PURPOSE

GLOBAL ONE INTEGRATED LUXURY GLOBAL

BUSINESS SERVICES, INC. MALLS, INC.

To engage in business process To engage in business process

outsourcing by providing full outsourcing by providing full
range of back office and front range of retail support service
office support services to real
estate companies

• Marketing research services • Marketing research and

• Sales and lease administration feasibility analysis services
services • Retail planning services
• Documentation management • Retail development
services management and tenancy fit-
• Accounts management services out services
• Client relations services • Formulation of retail leasing
• Checks management services strategy and tenancy mix
• Examination and review of services
transaction services • Lease administration services
• Procurement and supply chain • Tenant relation and accounts
management services management services
• Data integrity management • Retail promotions and
services communications services
• Information technology services • Retail operations services
• Human resources management • Facilities management services
services • Regulatory compliance
• Facilities management services services
• Project conceptualization • Data integrity management
services services
• Project development • Administrative services
management services • Other retail development and
• Project compliance services operations services
• Administrative services
• Other office functions and services

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II. EMPLOYEE
PROGRAMS

A. PERFORMANCE
MANAGEMENT
SYSTEM

Relations between employees and the Global Companies are

governed by the individual employment contract, the non-disclosure
agreement and the present employee’s handbook. The Labor Law
of the Philippines governs all the specific issues not covered in the
abovementioned documents. The Global Companies reserve the right
to make changes to the contents of this handbook when necessary, and
will inform the employees accordingly.

A copy of this Employee’s Handbook may be accessed from the portal

and is given to each employee at the time of employment which forms
an integral part of the employment contract subject to Philippine Law.
It does not apply to appointments for duration of less than three (3)
months, neither to trainees nor temporary employees.

1. TERMS OF EMPLOYMENT

All employees shall be covered by an appropriate contract

depending on their employment status, namely:

a. Probationary Employment

A six (6)-month trial period contracted with an employee

prior to the confirmation of a permanent position with the

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Company. On his/her third and fifth months, the employee’s
performance will be evaluated based on his/her job requirements,
as deemed fit to the Company’s culture and standards.
Depending on the overall result of the performance evaluation,
the Management may decide to shorten the employee’s
probationary status on the third month evaluation.
A probationary employee is only entitled to statutory benefits.

b. Regular Employment

An employee who satisfactorily meets the job requirements of

the Company’s culture and standards will be confirmed to a
permanent position and will be considered as Regular Employee.
A regular employee is entitled to the benefits and privileges
initiated by the Company from the date of regularization.

c. Contractual Employment

A contractual employee is hired to work for a specific period

of time. He/she is eligible for government-mandated benefit.

d. Project-based Employment

A project-based employee is hired for a specific project with

a defined duration or until the scope is completed. He/she is
eligible for government-mandated benefits.

2. JOB CLASSIFICATION

An employee will be hired into a specific career path and job

classification. Placement in appropriate range is based on factors
such as labor market considerations and the person’s education
and experience.

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The following are the job classifications in the Company:

Director. A leader in the Company who is involved in planning

and directing operational activities at the highest level of
management.

Manager. The business and technical management

professional whose function involves the exercise of analytical
ability, judgment, discretion, and personal responsibility, and
the application of substantial body of knowledge of principles,
concepts, and practices applicable to one or more fields of
administration or management. He/she is capable of supervising/
assisting support groups and specialists to plan, coordinate and
implement operational and administrative functions.

Supervisor/Officer. Providing technical management support,

this job requires extensive practical knowledge, gained through
experience and/or specific training. This level may involve
substantial elements of work in the professional or administrative
field. This includes carrying out of tasks, methods, procedures
and/or computations that are laid out either in published or oral
instructions and covered by established guidelines. Depending
on the level of difficulty of work, these procedures often require
a high degree of technical skill, care and precision. Tasks may
include training and supervising other staff.

Rank and File. Administrative support is an entry level position,

whose function involves structured work in support office or
operation. Work is performed in accordance with established
policies, procedures or techniques. This typically involves general
office or program support duties such as preparing, receiving,
reviewing and verifying documents; processing transactions;
maintaining records; locating and compiling data or information
from files; keeping a calendar and informing others of deadlines;
using the computer to prepare material or to store or manipulate
information for data processing use. The work requires
knowledge of the organization’s rules, some degree of subject
matter knowledge and skill in carrying out clerical processes
and procedures.

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3. INDUCTION PERIOD

The induction period plays an important part in helping the new

employee adjust to the new environment and achieve maximum
working efficiency as a member of the team. It is aimed at
encouraging a performing attitude and commitment as part
of the Company.

The new employee’s manager is responsible for ensuring that the

induction process is carried out accordingly.

This includes:

a. Completion of employment requirements

b. Enrollment in all necessary systems

c. Introduction to immediate colleagues

d. Issuance of handbook and other appropriate office

materials and equipment

e. Discussion of employee performance standards

and expectations

f. Compulsory training

4. APPRAISAL

The performance appraisal is a system placed to provide

an opportunity for getting feedback on how the employee
is contributing to the overall goal of the Company. The
department head or team leader plays a vital role in
communicating to the employee the result of his/her
conformance to the expected performance contribution
and adherence to the Company’s policies.

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Performance review and evaluation is done at the end of the
year. Actual accomplishments within the covered appraisal
period will form part of the performance appraisal of the
employee. All claims stated in the appraisal should be supported
by documentation or proof of acquired competencies e.g.
diploma, certificate, etc., or violation reports, if necessary.

More so, informal performance feedback is viewed as

constructive feedback on the employee’s performance on a
timely and regular basis so that the employee can maximize the
contribution he/she makes to the Company.

The Company pays for performance, thus, results of performance

evaluation is the basis of salary increases, career movement
or placement, etc.

5. PROMOTION

Promotion is based on merit and qualification. This is open to all

deserving employees. You may be a candidate for promotion
if you satisfy all the following requirements:

a. An above-average performance

b. No disciplinary action within twelve (12) months

before promotion

c. Suited to the job specification of the higher position

for which you are recommended

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6. EMPLOYEE DEVELOPMENT PLAN

The employee’s learning and development is planned on an

annual basis to achieve the Company’s objectives. To ensure
alignment and effectiveness of the learning and development
interventions, the employee and his/her department head or
team leader reviews the developmental objective and discuss
result of the learning intervention employed. The achievement
of the developmental plan depends on the concerted effort of
both the employee and his/her department head or team leader.

The Company may also send deserving employees abroad for

further training and development. Considering the magnitude
of training cost, you will be asked to sign a service contract
which will require you to stay with the company for a specified
period of time.

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B. EMPLOYMENT
POLICIES

1. RECRUITMENT AND HIRING

It is a company policy to consider internal staff before

recruiting externally for either new positions or vacated
positions. A job vacancy notice shall be posted on
announcement boards to inform all current employees
of current job openings.

2. TRANSFERS

Management has the prerogative to transfer employees

to other departments/divisions to provide assistance to
departments/divisions needing it. Transfers shall be facilitated
by the HRD upon receipt of formal advice and approval of the
concerned and affected division heads.

3. EMPLOYEE RECORDS

The Company’s HR Department maintains a record of each

employee. It is expected that the employee immediately
notifies the HR Department in case of change in status,
address, beneficiaries, completion of courses/units,
and the like, for updating purposes and necessary issuance
of certification, processing of claims and benefits, etc.

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4. RESIGNATION, SEPARATION AND TERMINATION

Resignation is a voluntary act. An employee may terminate

his/her employment by serving the Company a resignation
letter with 30-day written notice to enable the Company
to look for someone to assume his/her post.

Once accepted, the resignation cannot be withdrawn without

the consent of the Company.

Separation may be due to medical reasons. The Company

may terminate the employee’s employment due to medical
reasons if continued work can pose a risk to his/her health
and the health of co-employees.

Termination may be initiated by the Company if it is deemed

to be in the best interest of both the employee and the
Company for any just and authorized cause. Any employee
terminated for said reasons shall be served a written notice
stating the reason for such.

Should an employee be separated from the Company, the

following should be followed:

a. Inform department head or team leader

concerned at least thirty (30) days in advance.

b. Resignation letter must be submitted to the

HR Department.

c. Employee should secure his/her clearance

and provide the following to the HR Department:

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 1. Manual/files

2. Accounting related items, if applicable

3. HMO Card

4. Other items (i.e. mobile phone, laptop, calculator,

office supplies, etc.)

5. ID

d. The employee must undergo an exit interview conducted

by the HR Department and his/her concerned department head
or team leader, if necessary.

5. BUSINESS ETHICS AND CONDUCT

Each and every employee’s professional and personal relationships

influence the Company’s overall performance. This code serves
as a guide for the conformance to the standards of behavior that the
Global Companies have set.

a. Working Days and Hours

All employees are required to complete 313 work days in a year,

completing eight (8) hours of work from Mondays through Saturdays.

Lunch break may be staggered in some work areas (especially for those
that directly handle clients) so that work is never left unattended and
that the quality of service is provided even during lunch breaks.
Coffee breaks last fifteen (15) minutes in the morning and fifteen (15)
minutes in the afternoon. Breaks should be taken between 10:00 am
to 11:00 am in the morning and between 3:00 pm to 4:00 pm in the
afternoon. These break periods are given to provide employees
respite from work.

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b. Attendance and Punctuality

Attendance and punctuality are not simply time records.

They reflect the work habits that affect your performance. In
recording your attendance and punctuality, the finger scan
system is being used (which can be changed by the Company
from time to time). Recording of your work period is your
responsibility. Excellent attendance and punctuality records
are duly recognized. On the other hand, specific sanctions
are applied when absences and tardiness go beyond
acceptable standards.

1. Tardiness means reporting to work later than the

specified time. Employees, depending on their level,
are allowed a specific adjustment to their official
time-in period before penalties for tardiness are
imposed. Rank and file and supervisory levels are
allowed an adjustment period of up to 10 minutes,
while managerial level and above, up to 30 minutes.
Certain provisions accompany this adjustment period:

a. Employees arriving within the adjustment

period are required to extend their working
hours to complete the mandatory work
period, or else penalties for tardiness
are imposed

b. Employees arriving past the adjustment

period already incur penalties for tardiness
even if they extend their working hours to
complete the mandatory work period
e.g. Official time of 8:30 am to 5:30 pm

Actual Required
Time-in Log-off

Rank and File 8:35 am 5:35 pm

Manager 8:58 am 5:58 pm

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 Tardiness of 1.5 hours beyond the start of regular working
hours shall be considered half-day tardiness. Tardiness
shall automatically be deducted from the employee’s
salary on the pay period immediately following the
month the tardiness occurred. In a month, tardiness in
excess of four (4) times or an accumulation of more than
260 minutes (whichever comes first), will subject the
employee to disciplinary action.

2. Undertime shall mean leaving the workplace earlier than

the end of official regular working hours (not to exceed 119
minutes from the end of day duty). No undertime is considered
for employees whose work schedule is half-day. Any employee
who leaves the workplace without the approval of his immediate
superior will be subject to disciplinary action.

3. Absences are failure to report to work under varying reasons

and circumstances. It is the duty of every employee to notify
the HR Department and his/her immediate superior in case he/
she cannot report for work. All absences must have the approval
of the immediate superior to be considered official and for it
to be charged as Vacation/Sick Leave. Failure to provide the
appropriate notification shall be construed as unofficial or
unexcused absence.

4. Overtime means work performed beyond eight (8) hours of

regular working schedule. Only rank and file employees are
entitled for overtime pay.

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 5. For the purposes of identification and security, all employees
of the Company shall be issued an identification card
(ID) in the prescribed design, form and substance. These
IDs are non-transferable and must be surrendered to
the Company through the HRD upon the employee’s
separation. No clearance shall be issued to a resigning
employee unless the ID is surrendered. In the event that
the employee has lost his identification card, a notarized
Affidavit of Loss shall be submitted to the HRD. The ID
must be worn within Company premises at all times.

c. Housekeeping

The employee is expected to maintain a clean working area.

Unnecessary papers must be shredded. Beverages are permitted
but any damage to equipment as a result of spillage will be
charged to the employee.

The employee is expected to respect and care for not only

his/her properties and those of others’, but also the properties
and accountabilities entrusted to him/her by the Company.

The Company is also under highest dictates to provide its

employees and customers with a healthy, clean and safe
environment and facilities.

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d. Health and Safety

The employee and the Company have interdependent

responsibilities with respect to achieving a safe and healthy
working environment. Each must comply with the emergency
and evacuation procedure plan.

Please report all known physical disabilities to your department

head or team leader and do not operate any office equipment
or machines unless authorized.

Fire extinguishers are located in strategic visible places.

The first aid kit is available at the HR Department.

All accidents and injuries must be immediately reported to the
HR Department.

It is everybody’s responsibility to see that prompt medical

attention is given to all injured.

e. Corporate Dressing and Grooming Standards

Employees are expected to practice wearing the appropriate

attire at the workplace. Implementation of the dress code
upholds an atmosphere of professionalism at work. More so,
employees are entrusted to exercise their liberty in deciding
what to wear at work in accordance to the guidelines set.
1. Scope

All personnel of Global Companies are expected, at

all times, to dress and project a well-groomed, vibrant,
appropriate and professional image and in accordance to
their functions at their respective office locations or sites.

Mondays to Fridays – Proper Business Attire

Saturdays – Proper Smart Casual Attire

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Frequently Asked Questions
a. When do I need to wear business attire?
Employees are required to wear business attire during weekdays
(Mondays to Fridays).

b. When can I come in smart casual attire?

Smart casual attire is the default attire every Saturday.

c. What is the appropriate length for skirts or dresses?

Skirts and dresses should not be shorter than three (3) inches above
the knee.

d. Leggings are not allowed as stated in the policy, but could it be

worn underneath a skirt/long blouse/short dress?
No. Instead of leggings, hosiery/stockings could be worn underneath
given that it follows the basic neutral color of black, gray, brown
or nude.

e. How about for pregnant women, are they allowed to

wear leggings?
No, leggings are not appropriate and unacceptable even for
pregnant women.

f. Can male employees wear earrings?

No.

g. What if I’m on leave and I have to drop by the office for some
important matters. Am I still required to follow this policy?
Yes, dress code for the day of your visit should still be followed.
(e.g. your visit falls on a weekday, business attire shall be followed,
but if you drop by on a Saturday, you should wear smart casual attire.)

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h. Is it okay to come in and go home from work wearing slippers
then change into office shoes once I reach my area?
Yes, especially for commuters, but keep in mind that as soon as
you arrive in the office, go directly to your area or locker in order to
change your footwear.

i. Is it okay to come in and go home from work wearing sleeveless?

Yes, but once you enter the premises of the office, make sure that you
wear your cover-up.

j. Are there any exceptions to this policy?

Yes. Non-compliance to the dress code may be considered due
to some medical condition of a particular employee or during
institutional events that calls for different attire.

k. In line with item j, who are the approvers of the exceptions?

The requesting employee should inform and coordinate with the
following people for approval: a) Immediate head b) HRD

l. When can I file an exception request?

For company-wide events, the request should be filed at least seven
(7) working days before the said event. For emergency/medical
conditions, an employee may file it on the day itself.

m. My colleague is not complying with the dress code,

what should I do?
Simply remind your colleague about the underlying consequences
of not adhering to the policy. However, if he/she continues to
violate the dress code, you may file an incident report to the Global
Companies so that disciplinary actions will be implemented.

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f. Telephone Courtesy

The telephone is a very important communication tool, and callers

are very sensitive to the way their calls are handled and how
attentive the receiver is to their needs.

The following are the standards in handling telephone calls:

1. Answer the phone promptly within three (3) rings.

Always begin by greeting the caller: “Good (morning,
afternoon, etc.) then company/department, then identify
yourself, May I help you?”

2. Use a friendly tone of voice.

3. If the person being called is unavailable, advise the

caller and offer to be of service. Take the message and
get the caller’s full name, company and phone number,
message, time and date of call and make sure the person
asked for gets the message as soon as possible.

4. When call is completed, thank the caller and end with a

pleasant “good bye” before hanging up carefully. Do not
slam the receiver.

The bulk of our transactions with our customers and clients are
done through telephone. It is therefore important to keep our lines
open at all times. Personal calls should be kept at a minimum to
give way for business calls.

National Direct Dialing (NDD) or International Direct Dialing (IDD)

facilities are available for official use only.

g. Official Business

When an employee is tasked to do business outside the office

premises, he/she must accomplish the necessary authorization
forms to be approved by his/her immediate superior. Any expenses

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25
incurred for this purpose are shouldered and recognized subject
to the Company’s policies on claiming expenses indicating the
details together with the official receipts.

Reimbursements are not allowed without official receipts

addressed to the Company.

h. Use of Office Equipment

An employee must observe proper maintenance of office

equipment issued to him/her. Make sure the equipment is
properly shutdown after it is used at the end of his/her duty.
This is for security and maintenance purposes.

i. Password

Computer systems are secured with a code of passwords to

restrict access to our system. Passwords are confidential and
should not be shared with anyone.

j. Confidentiality of Information

An employee is duty-bound to safeguard confidentiality

of information. No reproduction of documents and other forms
of data used in connection with the Company is allowed unless
there is a prior written consent from the Management.

Disclosure of information obtained during your employment

with the Global Companies and its affiliates is prohibited.

Employee’s salary and employment contract are treated as private

and confidential. It is a contract between the Company and the
employee concerned and should not be disclosed to anyone.

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k. Hiring of Relatives

No brothers, sisters and relatives of Global Companies’ employee

within the 5th degree of consanguinity or affinity shall be hired
by the Company.

l. Solicitation and Donation

Employees and their relatives are not allowed to solicit or sell any
merchandise on Company premises or use Company facilities
for such purpose during working time and within the Company
premises.

The Company may grant limited exemptions from these rules

for charitable purposes at its discretion.

m. Accepting Gifts

Employees should actively discourage giving and receiving gifts

from any supplier, contractor or business partner. Gifts should be
turned over to the office of the Managing Director. All employees
are prohibited from using their authority or position to favor a
supplier or contractor. Should any supplier/contractor or business
partner have any relationship whether by blood or dealings to
anybody working in the company, a Notice of Disclosure addressed
to the immediate superior stating the relationship of the employee
to the supplier or contractors should be submitted prior to business
transactions.

n. Gaming Activity in Resorts World Manila

All employees are not allowed to go to the gaming facilities of

Resorts World Manila except those who are on official business.

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 6. COMPANY CODE OF CONDUCT

The Company considers its human resources as its prime and key asset.
As such, it seeks to promote and support the employee’s well-being
and protection. To ensure the attainment of this objective, a guideline
on employee conduct and behavior has been drawn for consistency,
uniformity and fairness in implementation. The Code of Conduct
aims to define the employee’s duties and responsibilities in relation
to himself, others and the Company and its interest, and fosters effective
communication towards the realization of an efficient, healthy and
effective organization.

Please refer to Annex C for a summary made for easier guide.

Possible offenses can be classified as minor, major or extreme.

a. Classification of Offenses

1. Minor. A minor offense is an infraction of rules or procedures,

or a display of substandard performance, which by itself is
not generally grave enough to warrant termination, except
when done repeatedly.

First offense shall be sanctioned with a written reprimand.

Suspension of three (3) days shall be the penalty for second
offense, suspension of six (6) days for the third offense,
and suspension of 12 days for the fourth offense. The fifth
offense may be reason for dismissal from our Company.

2. Major/Extreme. A major or extreme offense is usually an

infraction of more serious rules or procedures or an illegal
activity that by itself may warrant an immediate termination.

First offense would mean suspension of six (6) days.

Second offense would be penalized with a 12-day
suspension. The third offense may be cause for termination
of your employment with the Company.

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b. The Employee’s Recourse

Appeal and Grievance Process

It is the Company’s objective through its open communication

policy to listen to the problems and feedback of its employees.
In this regard, the Company has formed a Grievance Committee
to govern the fair and equitable application of this policy and to
ensure that everyone is given the right to be heard. An employee
who feels aggrieved or truly unjustly treated may course his appeal
through the proper channel and procedure.

Grievance Committee

The members of the committee would be composed of the

Associate Director for Operations, the HRD and department head
or your team leader. They are competent to work out a fair and just
treatment following certain guidelines, policies and procedures.

c. Procedure for Reporting/Filing of Disciplinary Action Case

Any employee violating any provision of the Company Code

of Conduct or committing any act constituting just cause for
termination as provided under the Labor Code of the Philippines
shall be reported to or by his department head or team leader or
immediate superior.

1. Within 48-hours from the time the report is filed, the immediate
superior shall

a. forward the same to the department head, and

b. conduct an investigation to verify the violation/s

or action/s committed.

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 c. Prepares a preliminary investigation report, which states:
1. the facts,

2. supporting documents, and

3. recommendation for corresponding

Disciplinary Action (DA)

d. and submit the same to the department head.

2. Within seven (7) days from receipt of the preliminary investigation

report of the immediate superior, the department head serves a
written notice to the employee, specifying the

a. ground or grounds for DA

b. and whether the same is a warning, suspension or

termination for the violation/s or action/s committed.

c. The written notice should state a schedule for a conference

to give the said employee an opportunity to explain his/her
side and respond to the charge/s.

3. The department head reviews the facts of the case, the

corresponding DA recommendation and the explanation of the
employee to ensure the legality, consistency and appropriateness
of the DA for the violation/s or action/s committed. If necessary, the
department head may call for a separate or further investigation.
If the department head finds that the employee had in fact
committed such violation/s or action/s, which calls for the
imposition of the recommended DA, the department head shall
forward the case to the HRD/Grievance Committee.

EMPLOYEE HANDBOOK
30
4. Within seven (7) days from receipt of the case from the
department head, the HRD/Grievance Committee makes
a final review of the same and confirms whether the
recommended DA is in accordance with the law and
interpretation of the Code of Conduct.

5. Within seven (7) days from the final review of the HRD/
Grievance Committee, the case is forwarded to the
immediate superior for enforcement and implementation of
the DA. The immediate superior prepares and furnishes the
employee with a written notice of the DA, indicating that
upon due consideration of all circumstances, grounds have
been established to justify said DA. The written notice of the
DA shall likewise include an explanation of the nature of the
offense committed, the weight and gravity of the offense,
the impact and the rationale of the DA imposed.

EMPLOYEE HANDBOOK
31
C. COMPENSATION
AND BENEFITS
PROGRAM

1. COMPENSATION

The Company strives to provide its employees with equitable and

competitive pay and benefits as much as can be allowed by its limited
resources and capacity. Its existing compensation structure will be
periodically reviewed to see if it still allows the employees to maintain
a decent standard of living.

a. Cut-off
1. The payroll schedule is as follows:

Payroll Cut-off for Overtime/ Posting of Payroll Funds

Covered Leave Credit/ (through the bank)
Official Business, etc.

1st day to 15th day 16th Month-end (30th/31st)

of the month
(e.g. 16 January) (e.g. 31 January)
(e.g. 1 to 15
January)

15th of the following month

16th to Month-end 1st day of month
(30th/31st)
(e.g. 15 February)
(e.g. 1 February)
(e.g. 16 to 31 January)

2. When the 30th/31st (month-end) or 15th day falls on a

weekend or a holiday, then the salaries are paid out on
the day preceding it.

EMPLOYEE HANDBOOK
32
 3. All duly approved overtime, leave applications with pay,
etc. as a support to the payroll should be submitted within
the abovementioned cut-off periods. Failure to submit such
means a delay in the payment of claims.

4. Digital copy of the payroll slip is e-mailed to the employee

with the details of the salary received.

b. Premium Payment

An employee who reports for work during holidays and rest days and
renders work outside of the official eight (8) work hours are entitled
to an additional premium on top of the employee’s daily/hourly rate.

An employee is duly compensated based on the following premiums:

Regular Working Day 125% of regular wage

Rest Day 130% of regular wage

Special Holiday 130% of regular wage

Special Holiday and Rest Day 150% of regular wage

Regular Holiday 200% of regular wage

Regular Holiday and Rest Day 260% of regular wage

Double Holiday 300% of regular wage

c. Night Differential

Night Shift Differential refers to the additional compensation of ten

percent (10%) of an employee’s regular wage for each hour of work
performed between 10:00 pm and 6:00 am. Employees who rendered
overtime work from 10:00 pm to 6:00 am shall, in addition to overtime
pay, be entitled to the corresponding night shift differential for all
hours worked.

EMPLOYEE HANDBOOK
33
2. BENEFITS

a. Statutory Benefits

The benefits, privileges and implementing guidelines of the following

benefits shall be based on the guidelines set forth by the respective
agencies as a default in the absence of the company-issued policies
pertaining to these benefits.

1. Social Security System (SSS) – R.A. 1161, as amended

by R.A. 8282

The SSS programs provide a package of benefits in the event

of death, disability, sickness, maternity and old age. Basically,
the SSS provides for a replacement of income lost on account
of the aforementioned contingencies.

Website: www.sss.gov.ph

2. Employee’s Compensation Program (ECP) – P.D. 626

The ECP provides a package of benefits for public and private

sector employees and their dependents in the event of work-
connected contingencies such as sickness, injury, disability
or death.

It is governed by a quasi-judicial corporate entity, Employee

Compensation Commission (ECC), which is attached to the
Department of Labor and Employment for policy coordination
and guidance.

Website: www.ecc.gov.ph

3. Philippine Health Insurance Corporation (PHIC) –

R.A. 7875, as amended by R.A. 9241

The National Health Insurance Program was established to

provide health insurance coverage and ensure affordable,
acceptable, available and accessible health care services for SSS

EMPLOYEE HANDBOOK
34
members and their dependents, subsidizing the sick who may
find themselves in need of financial assistance when they
get hospitalized.

PhilHealth is a tax-exempt Government Corporation attached to

the Department of Health for policy coordination and guidance.

Website: www.philhealth.gov.ph

4. Pag- IBIG Fund/Home Development Mutual Fund (HDMF)

– R.A. 9679

HDMF, otherwise known as Pag-IBIG (Pagtutulungan sa

kinabukasan: Ikaw, Bangko, Industriya at Gobyerno) Fund is a
mutual provident savings system for private and government
employees and other earning groups supported by matching
mandatory contributions of their respective employers with
housing as the primary investment.

Website: www.pagibigfund.gov.ph

5. Department of Labor and Employment (DOLE) Imposed

Benefits

a. Paternity Leave - R.A. 8187. Leave shall be for seven (7)

calendar days, with full pay consisting of basic salary
and mandatory allowances fixed by the Regional Wage
Board. It is granted to all married male employees in the
private sector, regardless of their employment status
(e.g. probationary, regular, contractual and project-
based). The purpose of this benefit is to allow the
husband to lend support to his wife during her period of
recovery and/or in nursing her newborn child.

b. Parental Leave for Solo Parents – R.A. 8972. In

addition to leave privileges under existing law, shall
be for seven (7) work days every year, with full pay,
consisting of basic salary and mandatory allowances
fixed by the Regional Wage Board.

EMPLOYEE HANDBOOK
35
 c. Leave for Victims of Violence Against Women and
Children, VAWC – R.A. 9262. This entitles a qualified
victim employee to a leave of up to ten (10) days with full
pay consisting of basic salary and mandatory allowances
fixed by the Regional Wage Board, if any. The said leave
shall be extended when the need arises, as specified in
the protection order issued by the barangay or the court.

d. Special Leave for Women R.A. 9710 - (The Magna Carta

of Women). The employee is entitled to a special leave
benefit of two (2) months with full pay based on her gross
monthly compensation. The special leave is granted to
the qualified employee after she has undergone surgery.
It is in the employer’s discretion to allow the employee to
receive her pay for the period covered by the approved
leave either before or during the surgery.

(See http://www.dole.gov.ph/fndr/bong/files/DO%20
112A-12.pdf , Section 11, Mode of Payment)

b. Company-initiated Benefits

The Company provides its regular employees with other benefits to

supplement those mandated by the Philippine law. These benefits
are designed to provide ample protection and assistance to cover
your needs.

Details of the policies and procedures are available in the HRD.

1. Time-Off with Pay

In the effort of providing work-life balance, the Company ensures that an

employee is granted certain number of time-off from work with pay each year.

An employee should have his/her leave application approved based on the

defined policy depending on the leave type.

a. Vacation Leave (VL) is defined as time-off from work with pay,

usually projected or scheduled in advance, at least five (5)

EMPLOYEE HANDBOOK
36
 days prior actual leave. This is subject to the approval of the
employee’s department head or team leader to ensure the date
is mutually convenient to the employee and the Company.

The Vacation Leave credits will be computed on a pro-rata

basis from the date of hiring. Subsequently, ten (10) days
vacation leave credit is granted to a regular employee
every year.

Only a maximum of ten (10) consecutive working days may be

filed for Vacation Leave at one time unless prior approval is
granted by the employee’s department head or team leader.

Unused vacation leave credits for the year are converted to

cash, subject to appropriate taxation.

Absences incurred due to prolonged illness are automatically

charged to VL upon consumption of all earned sick leaves.

b. Sick Leave (SL) is defined as a paid time off from work of the
employee due to illness. This time-off is provided to allow the
employee to recuperate from his/her illness.

The sick leave credits will be computed on a pro-rata basis

from the date of hiring. Subsequently, ten (10) days sick leave
credit is granted to a regular employee every year.

The employee should immediately communicate through

any means his/her inability to work due to illness to his/her
department head or team leader and HR.

Upon his/her return to work, the employee must immediately

file the SL incurred which is subject to his/her department
head or team leader’s approval.

For sickness of more than two working days, the employee

must present a medical certificate of “fit to work” duly certified
by a doctor of the Company’s accredited HMO provider.
Failure to do so may result in an unauthorized leave, subject to
deduction from the salary and issuance of a disciplinary action.

EMPLOYEE HANDBOOK
37
 Unused sick leave credits will be converted to cash at the
start of the next year, subject to appropriate taxation. The
conversion will be based on the employee’s salary as of the
last day of the previous year.

c. Birthday Leave (BL) is a non-convertible one (1) day leave

with pay during the birthday month to allow the employee to
enjoy his/her birthday.

Unavailed BL for the year will be forfeited.

d. Sabbatical Leave is intended for an employee to take a

leave of absence for rest, travel or for study while remaining
employed with the Company. This benefit is given to
employees who have been part of the Global Companies for
a substantial period of time and have shown dedication and
commitment, and has contributed to its success. It must be
taken in one continuous time span and be approved
in advance.

Availment of the sabbatical leave is from two (2) weeks to

six (6) months based on the guidelines set forth. There is no
pay in lieu of sabbatical if the employee chooses not to take it.

More so, since the Sabbatical program is an investment in the

future with the Global companies, it is not a fringe benefit.
Therefore, if the employee should terminate his employment
for any reason before taking the sabbatical leave, he will not
be paid in lieu of participation. For the same reason, if the
employee terminates his employment within six (6) months of
returning from his sabbatical, he will be required to reimburse
the company for the salary received during this time.

2. Protective Benefits

The protective benefits provided by the Company as assistance for the

employees are:

EMPLOYEE HANDBOOK
38
a. Health Care Benefit

A company-sponsored group of healthcare plan covers the

employee’s health care needs. The plan offers the following
benefits:
1. Free consultation and hospitalization up to a
maximum amount

2. Free dental care which includes temporary filling,

extraction and prophylaxis up to a certain limit

3. Annual physical examination. Schedule will be

coordinated by the Human Resources Department

4. Medicine reimbursement (should be supported by

pertinent documentation e.g. reimbursement claim
form, prescription and official receipt)

b. Group Term Life/Accident Insurance

All regular employees of the Company are covered by a group life

insurance policy through a reputable insurance company.

This insurance program is non-contributory. The Company will

fully shoulder the premium for all regular employees. In case of an
unfortunate disability and/or death, the beneficiary/beneficiaries
whom the covered employee has appointed will receive the
insurance benefit.

c. Bereavement Assistance

The Company will provide financial assistance for death of

dependent. This is to assist the employee and his/her family
with the first 24-hour expenses.

EMPLOYEE HANDBOOK
39
 Legal dependents are defined as:

1. For single employees, legal dependents include parents

and siblings

2. For single employees declared as single parent, legal

dependents include parents and children

3. For married employees, legal dependents include spouse,

children and parents

The amount of the bereavement assistance is as follows:

Level Financial Assistance

Rank and File to Supervisor PhP 5,000.00

Assistant Managers and up PhP 10,000.00

d. Retirement Plan

This is a non-contributory retirement trust fund that aims to

reward employees who have competently and loyally served
the Company.

Membership in the plan shall be automatic for all officers

and regular employees of the Company and will commence
retroactively on the date when the employee started working for
the Company.

3. Housing Plan

The objective of the Company’s Housing Plan Program is to provide

decent and affordable housing to all employees of the Company and its
future subsidiaries, thereby enhancing productivity, boosting morale and
fostering dedication and loyalty among employees.

EMPLOYEE HANDBOOK
40
The Company extends a housing loan to its regular employees and
offers substantial discounts to those who served the Company for a
number of years. The discount is based on the level and the number of
years of service rendered in the Company.

Employment Level Tenure Discount

Rank and File to Supervisor 3 years 25% discount

Managers to Director 20 years 30% discount

Executive 2 years 35% discount

4. Car Plan

Executives and officers of the company who are at least Director level
and up, who are already regular employees may avail of a Car Plan
subject to the guidelines of the Company’s Car Plan Program.

EMPLOYEE HANDBOOK
41
AMENDMENTS
To remain pertinent and useful, any set of policies, rules and regulations
must change as conditions become different. This Employee Handbook
and Code of Conduct is no exemption; it will undergo revisions from time
to time.

Change (i.e. additions, deletions, amendments) may be suggested by

any employee or by the department heads. Proposed changes must,
however, be carefully studied as to their effects and ramifications before
they are submitted to the Managing Director and Board of Directors for
approval. This is to ensure that changes are made not just for the sake of
change but for improvement.

Management may, at its own initiative, add to, delete from or revise any
portion of this Employee Handbook as deemed necessary or advisable.
Such changes, if any, will be issued in the form of a memorandum
addressed to the employees, to be posted on the bulletin board. The
coverage and effectivity date of these changes will be specified in the
said memorandum. All employees are duly bound to keep abreast with
and understand well these changes. Subsequently, these will be printed
and incorporated in this Employee Handbook.

Special provisions concerning the preceding penalties of the

Employee Handbook :
1. Management reserves the right to impose a higher or lower
penalty than what is specified in the preceding pages for a
particular offense if the damage caused and the aggravating and/
mitigating circumstances attending to its commission so warrant.

2. Imposition of any of the preceding penalties is without prejudice

to the institution of appropriate criminal and/or civil action by the
parties concerned.

EMPLOYEE HANDBOOK
42
 annex a

ORGANIZATIONAL
STRUCTURE
 BOARD OF
DIRECTOR

MANAGING
DIRECTOR

ASSOCIATE
DIRECTOR

HUMAN PAYROLL QUALITY it

OPERATIONS ACCOUNTING LEGAL
RESOURCES MANAGER MANAGER MANAGER MANAGER
MANAGER

OPERATION
ASSOCIATE

RELATIONSHIP HR GERALIST TIMEKEEPER

MANAGER EXECUTIVE OFFICE
OFFICER CUM
LIAiSON

LEGEND:
REGULAR

RETENTION

EMPLOYEE HANDBOOK
45
 annex b

Corporate
Dressing and
Grooming
Standards
CATEGORY PROPER BUSINESS PROPER SMART PROHIBITIONS
ATTIRE CASUAL attire
(Weekdays) (Weekends)

TOPS  Long-sleeved polo  Short-sleeved  Revealing, tight-

polo
 Barong hugging, ragged tops.
 Collared shirts/
 Sleeved blouses  See-through blouses
Polo shirts
(without tube/sando
 Casual blouses
underneath)
 Promotional shirts
 Collarless shirts
 T-shirts
 Sleeveless tops
 Tube
 Hanging blouses or
midriff-baring tops.

COVER-UPS  Blazers  Hooded jackets  Ragged-looking,

 Coats  Denim jackets ripped and
 Suit jackets  Cardigans excessively studded
 Cardigans coverings/jackets.
 Twin-sets
 Company
jackets

SKIRTS  Pencil skirts  Denim and  High-slit skirts

 Straight skirts other colored  Mini-skirt
 Skirts of skirts  Tulip skirts
appropriate  Skirts of
length appropriate
length

EMPLOYEE HANDBOOK
48
CATEGORY PROPER BUSINESS PROPER SMART PROHIBITIONS
ATTIRE CASUAL ATTIRE
(Weekdays) (Weekends)

PANTS  Trousers  Denim pants  Jogging pants

 Slacks  Capri pants
 Cargo pants
 Military pants
 Overly studded
pants
 Ripped jeans
 Leggings
 Jeggings
 Sports

DRESS  Tailored dresses  Dress of  Short/mini dress

 Dress of appropriate
appropriate length
length  Sleeved dresses
 Sleeved dresses  Casual dresses

FOOTWEAR  Closed-shoes  Sandals  Slippers

(flats or heels)  Loafers
 Heeled open-  Sneakers
toed shoes/  Boat shoes
step-ins  Rubber shoes

ACCESSORIES  Necklace  Male employees

 Rings are not allowed to
 Bracelets wear earrings.
 Wrist watches  Tattoos on
 Earrings (for female employees: only exposed areas
single pair should be shown) should be kept
hidden at all times.

EMPLOYEE HANDBOOK
49
 CATEGORY PROPER BUSINESS PROPER SMART PROHIBITIONS
ATTIRE CASUAL ATTIRE
(Weekdays) (Weekends)

ACCESSORIES  Wearing of minimal make-up and

accessories is advisable.

HAIR  Basic hair color such as dark/light  Loud hair color

brown, copper, etc. is prohibited
 Neatly-trimmed hairstyle such as pink,
 Well-groomed facial hair. purple, blonde,
 Men with long hair are recommended etc.
to tie back their hair.

a. Sporting offensive or loud prints and designs are

considered inappropriate.

b. Personal hygiene and grooming should be maintained

at all times.

c. Business attire is always acceptable to be worn regardless

of the day.

d. Do not dress sloppily and make sure that your clothes are
presentable and well-pressed.

e. Appropriate length of skirt/dress is not more than

three (3) inches from above the knees.

EMPLOYEE HANDBOOK
50
 annex C

Offenses Subject
to Disciplinary
Action
The Global companies recognize that rules and regulations are necessary
to guide employees in their job conduct and behavior.

These rules have been carefully studied and the disciplinary measures
arrived at have been tempered with understanding. In its implementation,
due process will be observed at all times and an employee will be given
the opportunity to be heard.

Each employee, on the other hand, is duty-bound to read and understand

the definitions and penalties. This is because ignorance of the definitions
and/or penalties does not excuse the employee from being penalized.
If a particular provision is unclear to the employee, he/she must ask for
explanation from his/her department head or team leader. He/she may
also consult the HRD as to the meaning of a particular definition and how
it applies in specific cases.

1st 2nd 3rd 4th 5th

INFRACTION offense offense offense offense
offense

A. ABSENCES

1. Failure to notify office Written 3-Day 6-Day 12-Day Dismissal

Warning Suspension Suspension Suspension
of one’s absence (S) (S) (S)

2. Failure to file VL/SL Written 3S

Warning 6S 12S Dismissal
3. Excessive/frequent Written 3S 6S 12S Dismissal
absences (4 Warning
unauthorized
absences)
4. Abandonment of work Dismissal
(absence w/o leave or
AWOL for 5 days)

EMPLOYEE HANDBOOK
53
 1st 2nd 3rd 4th 5th
INFRACTION offense offense offense offense offense

B. TARDINESS
1. Habitually late (260 Written 3S 6S 12S Dismissal
min. or more OR 5 Warning

times in a month
whichever comes first

C. NEGLECT OF DUTY

1. Excess break of 120 Written 3S 6S 12S Dismissal

Warning
minutes in a month

2. Undertime during Written 3S 6S 12S Dismissal

core hours of 5 times Warning

in a month

3. Loafing or loitering Written 3S 6S 12S Dismissal

during working hours Warning

4. Sleeping in office Written 3S 6S 12S Dismissal

premises during Warning
official work hours

5. Unauthorized Written 3S 6S 12S Dismissal

deviation from Warning

itinerary without
justifiable reason

6. Deviation from Written 3S 6S 12S Dismissal

prescribed Warning

procedures without
justifiable reason

7. Causing material Written 3S 6S 12S Dismissal

wastage due to Warning
carelessness

8. Leaving work areas Written 3S 6S 12S Dismissal

or company premises Warning

during working hours

without permission

EMPLOYEE HANDBOOK
54
 1st 2nd 3rd 4th 5th
INFRACTION offense offense offense offense offense

9. Reported sick, Written 3S 6S 12S Dismissal

however, found not Warning
to be at home when
checked, and w/o
valid reasons

10.Non-conformance in
Standard Operational
Procedures (SOP),
either intentionally
or thru carelessness,
Suspension to Dismissal depending on gravity of offense
which cause injury
towards the business
(risk of losing client/
sale, consequences
that involve financial
responsibilities)

D. CONDUCT AND BEHAVIOR

1. Failure to wear proper Written 3S 6S 12S Dismissal

uniform or failure to Warning
adhere to the
dress code

2. Failure to wear Written 3S 6S 12S Dismissal

company ID at least Warning

twice a month

3. Unprofessional Written 3S 6S 12S Dismissal

behavior in dealing Warning
with others

4. Uttering or writing Written 3S 6S 12S Dismissal

offensive remarks, Warning
lewd language against
other persons, and/or
other similar behaviors

EMPLOYEE HANDBOOK
55
 1st 2nd 3rd 4th 5th
INFRACTION offense offense offense offense offense

D. CONDUCT AND BEHAVIOR

5. Threatening, 6S 12S Dismissal

intimidating, or
coercing fellow
employees

6. Performing any act Dismissal

of sexual harassment

7. Behaving in an
insolent or offensive
conduct toward
a customer or
acquaintance Suspension to Dismissal depending on gravity of offense
of the employer
which caused injury
towards the business
(loss of sale/client)

8. Failure to record Written 3S 6S 12S Dismissal

personal NDD/IDD Warning
calls using company
facilities

9. Using office Written 3S 6S 12S Dismissal

equipment for Warning
personal use

10. Performing work of Written 3S 6S 12S Dismissal

personal in nature Warning
during work time

11. Failure to Written

Warning
observe proper
housekeeping

EMPLOYEE HANDBOOK
56
 1st 2nd 3rd 4th 5th
INFRACTION offense offense offense offense offense

D. CONDUCT AND BEHAVIOR

12. Intriguing against Written 3S 6S 12S Dismissal

another employee Warning
which tends to
dishonor, discredit,
or cast contempt
upon the latter

13. Gross insubordi- 12S Dismissal

nation; disrespect
to superiors/
supervisors

14. Willful refusal 12S Dismissal

to accept work
assignments or
specific instructions
given by superior

15. Bringing prohibited 12S Dismissal

articles

16. Concealment of 12S Dismissal

serious errors or
mistakes

17. Smoking in 12S Dismissal

prohibited area

18. Assaulting, Dismissal

challenging to fight
or threatening with
bodily harm another
employee

19. Entering the office 6S 12S Dismissal

premises under
the influence of
dangerous drugs

EMPLOYEE HANDBOOK
57
 1st 2nd 3rd 4th 5th
INFRACTION offense offense offense offense offense

D. CONDUCT AND BEHAVIOR

20. Entering the office 6S 12S Dismissal

premises under
the influence
of alcohol

21. Drinking any 6S 12S Dismissal

alcoholic
beverages during
working time and/
or within company
premises

22. Unauthorized Written 3S 6S 12S Dismissal

use of company Warning
vehicle

23. Abuse of position 12S Dismissal

in the Company
to gain profit
or advantage
from employees
under his/her
supervision

E. VIOLATION OF CONFIDENCE

1. Disclosure of 6S 12S Dismissal

confidential
information (company
information, salary
information and terms
of employment) to a
third party

2. Reproduction and/or 6S 12S Dismissal

removal from office
premises of pertinent
company documents

EMPLOYEE HANDBOOK
58
 1st 2nd 3rd 4th 5th
INFRACTION offense offense offense offense offense

E. VIOLATION OF CONFIDENCE

3. Sharing one’s computer 6S 12S Dismissal

password

4. Releasing, revealing or 6S 12S Dismissal

divulging confidential
information to anyone
without proper
authorization

F. CONFLICT OF INTEREST

1. Accepting part-time 6S 12S Dismissal

employment without
prior notice to and
written consent from
Managing Director

2. Offering, requesting, Dismissal

or accepting bribes or
anything of value from
clients or other parties
who may have interest
in the transactions of
the Company

3. Soliciting or receiving Dismissal

money, gift, share,
percentage, or any
benefits from any person

4. Engaging in business Dismissal

that is competitive with
the Company’s business

5. Entering the gaming 6S 12S Dismissal

facilities of Resorts
World Manila or other
facilities of Megaworld

EMPLOYEE HANDBOOK
59
 1st 2nd 3rd 4th 5th
INFRACTION offense offense offense offense offense

F. CONFLICT OF INTEREST

subsidiaries with
the same business,
who are not on
official business

6. Engaging in the 12S Dismissal

gaming facilities
of Resorts
World Manila or
other facilities
of Megaworld
subsidiaries with
the same business,
who are not on
official business

G. DISHONESTY

1. Knowingly giving Dismissal

false or misleading
information in
applying for
employment or
in order to seek
or qualify for any
preference or benefit
from the Company

2. Falsifying either Dismissal

your own or
someone else’s time
cards or any other
timekeeping records,
drawing salary or
allowance by virtue
of falsified time cards,
receipt of the like

EMPLOYEE HANDBOOK
60
 1st 2nd 3rd 4th 5th
INFRACTION offense offense offense offense offense

G. DISHONESTY

3. Misappropriation Dismissal
or malversation of
company funds

4. Obtaining through Dismissal

fraudulent means
materials, goods or
services from the
company

5. Stealing, sabotage, Dismissal

willful damage,
tampering, abuse
or destruction of
Company property

6. Threatening company Dismissal

security and public
order

7. Possessing or using, or Dismissal

causing to be brought
or used, dangerous
drugs into the
company premises

8. Using company’s time, 6S 12S Dismissal

materials or equipment
to do unauthorized
work

EMPLOYEE HANDBOOK
61
ACKNOWLEDGMENT
of the EMPLOYEE
HANDBOOK

I, , acknowledge that
I have received a copy of the GLOBAL ONE INTEGRATED BUSINESS SERVICES, INC./
LUXURY GLOBAL MALLS, INC. (GLOBAL COMPANIES’) EMPLOYEE HANDBOOK and
that I have read, understood and will abide by the policies set forth.

I am aware that all the policies and procedures contained in this handbook are
subject to change. More so, I am aware that it is my responsibility to keep updated
with the changes that may occur through the bulletin board and through e-mail.

Lastly, I understand that if I need to clarify any item in this handbook, I can talk to my
department head, team leader or the HR Department.

Signed: Date:

ACKNOWLEDGMENT
of the EMPLOYEE
HANDBOOK

I, , acknowledge that
I have received a copy of the GLOBAL ONE INTEGRATED BUSINESS SERVICES, INC./
LUXURY GLOBAL MALLS, INC. (GLOBAL COMPANIES’) EMPLOYEE HANDBOOK and
that I have read, understood and will abide by the policies set forth.

I am aware that all the policies and procedures contained in this handbook are
subject to change. More so, I am aware that it is my responsibility to keep updated
with the changes that may occur through the bulletin board and through e-mail.

Lastly, I understand that if I need to clarify any item in this handbook, I can talk to my
department head, team leader or the HR Department.

Signed: Date:

EMPLOYEE HANDBOOK
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