Department Human Resources and Administrative Department

Policy HRAD
2020- 008 EMPLOYER INTERVENTION.2 (COVID-19)
Revision 00 Effective Date August 2020
Prepared By Edralin C. Moreno Approved By Merrick Sua
HRA Manager Managing Director

EMPLOYER INTERVENTION.2
COVID-19

I. Workplace Safety and Health

As per Joint Memorandum Circular No. 20-04, establishments are required to implement all necessary
workplace safety and health programs, including the following COVID-related programs, at no cost to
the employees:

A. Increase Physical and Mental Resilience

1. Below are hotline numbers that you can refer to for mental health and psychosocial support
related concerns. These establishments offer online and tele-consult for you and your
family’s well-being and mental wellness consultations.

a) National Center for Mental Health Crisis Hotline: 0917-8998727 (0917-899-USAP) and
(02) 7-989-8727 ((02)-7-989-USAP)
b) Philippine Mental Health Association Inc. Online Support: 0917-5652036 or email
pmha.eard@gmail.com
c) UP Diliman Psychosocial Services (UPD PsychServ): 0916-7573157; 0906-3743466 or
email psycserve.upd@up.edu.ph
d) Philippine Pyschiatric Association: Mind Matters: 0918-9424864
e) GrayMatters Psychological and Cosultancy, Inc. PH: 0917-7096961; 0997-5618778 or
visit their website: www.graymattersportal.ph
f) Ateneo Bulatao Center for Psychological Services: bulataocenter.ls@ateneo.edu
g) PsychConsult, Inc.: 02-84212469
h) Circle of Hope Community Services: 0917-8222324; 0925-5570888
i) In Touch Community Services - 24/7 Crisis line: 8893-7603; 0917-8001123; 0922-
8938944

2. As part of promoting work-life integration amidst this pandemic, the company will hold
simple virtual employee Kamustahan sessions via MS Teams.

Employer Intervention.2 (COVD-19) Page 1

Department Human Resources and Administrative Department
Policy HRAD
2020- 008 EMPLOYER INTERVENTION.2 (COVID-19)
Revision 00 Effective Date August 2020
Prepared By Edralin C. Moreno Approved By Merrick Sua
HRA Manager Managing Director

B. Reducing Transmission of COVID-19

As directed, upon Return to Work (RTW), the company issued basic PPE to all its employees and
have likewise implemented strict Return to Work Protocol applicable to all its employees,
guests, and customers.

Refer to Policy numbers 2020-004 Employer Intervention (COVID-19), 2020-004-01 Employer

Intervention (COVID 19 - Use of PPE), and 2020-004-02 Employer Intervention (COVID 19 -
Shuttle Service).

Per latest JMC of DTI and DOLE, use of Face Shield in public is now mandated, hence the
additional provision.

To support policies issued earlier, please be reminded of the following:

1. Face masks and shields must be worn together when interacting with colleagues, clients
and/or visitors. Visor type of face shields are not allowed.

2. Physical distancing of at least one (1) meter, or two (2) meters when possible, shall be
observed at all times. This must be practiced in combination with the wearing of masks and
face shields.

3. Frequent handwashing with soap and water or the application of alcohol-based

disinfectants is mandatory and is likewise encouraged to be practiced at home.

4. Employees are discouraged on sharing of personal items between employees to prevent

possible transmission.

5. Inside the shuttle service - Use of face shields and face masks, physical distancing, and
frequent disinfection shall be observed. Employees inside the vehicles will be required to

Employer Intervention.2 (COVD-19) Page 2

Department Human Resources and Administrative Department
Policy HRAD
2020- 008 EMPLOYER INTERVENTION.2 (COVID-19)
Revision 00 Effective Date August 2020
Prepared By Edralin C. Moreno Approved By Merrick Sua
HRA Manager Managing Director

avoid talking with each other, taking phone calls, eating and removing their masks and
shields.

The opening of windows of at least three (3) inches while in transit must be practiced
whenever possible.

6. COVID- 19 Information Awareness Campaign via Employee Infoblast , sponsored webinars,

and the like.

C. Reduce Contact

Restriction of mass gatherings:

1. Employees must follow the restriction on mass gatherings, only 10% of seating capacity for
meeting rooms/confined spaces and a maximum of 50% seating capacity for open areas.

2. Video-conferencing must always be used for meetings needing large attendance of

employees and/or for meetings lasting longer than 15 minutes.

3. Employees take their breaks and eat in their respective work stations.

D. Reduce duration of infection

1. All employees, upon entering the office are required to accomplish the Daily Health
Checklist.

If “Yes” to any item is answered or if with a T> 37.5 degrees Celsius, the employee will be
denied entry and referred to the workplace isolation area for further evaluation by the
Safety Officer/ HR Officer.

Information gathered from the Daily Health Checklist are to be discarded every 30 days in
compliance with the Data Privacy Act.

Employer Intervention.2 (COVD-19) Page 3

Department Human Resources and Administrative Department
Policy HRAD
2020- 008 EMPLOYER INTERVENTION.2 (COVID-19)
Revision 00 Effective Date August 2020
Prepared By Edralin C. Moreno Approved By Merrick Sua
HRA Manager Managing Director

2. The Company will direct symptomatic individuals through appropriate health system entry
points such as the primary care facility (e.g. Barangay Health Center, Infirmaries, Private
Clinics / hospitals) or telehealth consultation.
a. DOH COVID-19 Hotline: (02) 8952-6843
b. For PLDT, SMART, SUN and TNT subscribers: 1555
c. MEDICARD: through MyPocketDoctor – member may activate their account through
Medicard wesbsite to access 24/7 consultation via phone call, FB Messenger,
FaceTime, and other online platforms.

II. Management of Asymptomatic and Symptomatic Employees in the Workplace

A. Remote Management of Cases and Close Contacts

The Company ensures that the Employees, regardless of work arrangements, have access to
telemedicine services through our HMO provider, MediCard via MyPocketDoctor – member
may activate their account through Medicard wesbsite to access 24/7 consultation via
phone call, FB Messenger, FaceTime, and other online platforms.

B. Isolation and Referral

1. JB and UC designated isolation room is situated near the JB reception area. The
isolation room will be used by employees and guests denied entry for having elevated
temperature, with presence of flu-like symptoms, or those who have answered “YES” to
any of the questions in the Daily Health Checklist.

2. The isolation room is being disinfected once every two (2) hours and/or immediately
after any infected or confirmed COVID-19 employee leaves the area.

3. All individuals place in isolation must wear their face masks and face shields at all times.

Employer Intervention.2 (COVD-19) Page 4

Department Human Resources and Administrative Department
Policy HRAD
2020- 008 EMPLOYER INTERVENTION.2 (COVID-19)
Revision 00 Effective Date August 2020
Prepared By Edralin C. Moreno Approved By Merrick Sua
HRA Manager Managing Director

C. Contact Tracing

1. Close contacts shall be defined as employees with exposure two (2) days before or
within 14 days from onset of symptoms of a suspect, confirmed or probable case.
Exposure shall be any of the following:

a. Face-to-face contact with a confirmed case within one (1) meter and for more
than 15 minutes, with or without a mask;

b. Direct physical contact with a confirmed case; or

c. Direct care for a patient with probable or confirmed COVID-l9 disease without
using PPEs.

2. Contact Tracing among the Workforce

a. The company will conduct contact tracing within the workplace to identify close
contacts. Workplace CCTV will be used to determine close contacts.

b. The company must ensure that close contacts of employees whose RT-PCR test
confirmed positive undergo a 14-day quarantine period.

c. During the 14-day quarantine, close contacts will be required to regularly report
to HR or their Department Manager any development, including new symptoms.

d. Symptomatic employees should update HR or their Department Manager

regarding their COVID-19 test results from a nationally accredited testing
facility.

Employer Intervention.2 (COVD-19) Page 5

Department Human Resources and Administrative Department
Policy HRAD
2020- 008 EMPLOYER INTERVENTION.2 (COVID-19)
Revision 00 Effective Date August 2020
Prepared By Edralin C. Moreno Approved By Merrick Sua
HRA Manager Managing Director

Close contacts who remain asymptomatic for 14 days can return to work without
need for a test. Asymptomatic employees prior to physically returning to work
needs to be cleared by the local health officer, and are likewise required to present
a Certificate of Quarantine Completion (CQC).

CQC may be secured from any step-down care facility or local health office, per
Philippine Society for Microbiology and Infectious Disease (PSMID) Guidelines on
Return-to-Work.

e. The Company will make available work-from-home (WFH) arrangements for the
close contacts when feasible.

f. Referral of symptomatic individuals will be coordinated to the nearest health care

facility.

D. COVID -19 Testing

1. Frontline and Economic Priority Workers as in the Non-food Retail Workers may be
tested every three (3) months, per clarificatory advisory of DTI.

2. Symptomatic Employees and those that have been in close contact with them must
undergo RT-PCR Testing and 14-day quarantine .

Upon completion of the 14-day quarantine and prior to resumption of work, the
symptomatic employee is required to present a Certificate of Quarantine Completion

Employers will inform LGU having jurisdiction over the workplace and the respective
residences of the symptomatic Ees and close contacts before testing, for monitoring
purposes.

Employer Intervention.2 (COVD-19) Page 6

Department Human Resources and Administrative Department
Policy HRAD
2020- 008 EMPLOYER INTERVENTION.2 (COVID-19)
Revision 00 Effective Date August 2020
Prepared By Edralin C. Moreno Approved By Merrick Sua
HRA Manager Managing Director

3. Asymptomatic Employees returning to work after the 14-day quarantine need not be
tested for COVID -19.

Asymptomatic Employees are likewise required to present a Certificate of Quarantine

Completion prior reporting back to work.

III. Notification and Reporting

A. Reporting of COVID-19 test results to the DOH will be done in accordance with DOH
Administrative Order No. 2020-0013, entitled “Revised Guidelines for the Inclusion of
COVID-19 in the List of Notifiable Diseases for Mandatory Reporting to the Department of
Health.”

B. Even before testing, the OSH Officer/the Company will report COVID-19 positive employees,
symptomatic employees, and their close contacts, to the local health office having
jurisdiction over the workplace and the Barangay Health Emergency Team (BHERT) of their
place of residence, in accordance with DOH DM No. 2020-0189.

C. Reporting to the DOLE shall be made in accordance with Section X of the DTI-DOLE Interim
Guidelines on Workplace Prevention and Control of COVID-19 using the Work
Accident/Illness Report (WAIR) COVID-19 form.

IV. Disinfection and Closure of Buildings/ Workplaces

If one confirmed case of COVID-19 is detected in the workplace, the facility shall be disinfected
with an appropriate disinfectant solution (0.5% bleach solution). The conduct of a
comprehensive disinfection by specialists is recommended.

Employer Intervention.2 (COVD-19) Page 7

Department Human Resources and Administrative Department
Policy HRAD
2020- 008 EMPLOYER INTERVENTION.2 (COVID-19)
Revision 00 Effective Date August 2020
Prepared By Edralin C. Moreno Approved By Merrick Sua
HRA Manager Managing Director

The building must be locked down for 24 hours prior to disinfection to lessen transmission to
sanitation personnel. During the disinfection process, all doors and windows should be opened
to maximize ventilation. The building may only be opened 24 hours after the disinfection
process.

V. Leave of Absences and Entitlements

A. Use of leaves of absence and entitlements shall be governed by the pertinent rules and
regulations promulgated by the DOLE.

B. Hospitalization benefits of PhilHealth members shall be based on PhilHealth rules and

regulation.

C. Social Security Benefits shall be according to the policies and regulations of the Social Security
System.

D. Employee’s Compensation Benefits shall be according to Presidential Decree No. 626 entitled
Employee’s Compensation and State Insurance Fund and its implementing rules and regulations.

E. The Company provides medical insurance coverage through HMO - MediCard, subject to
prevailing MBL coverage.

VI. REPEALING CLAUSE

A. All other circulars and policies issued inconsistent with this updated Joint memorandum Circular
(JMC) are hereby repealed and modified accordingly.

Employer Intervention.2 (COVD-19) Page 8