Employment Contract is a signed agreement between n employer and an employee used to define working relationship

Job Description is a written narrative that outlines the general tasks, or other related duties, and responsibilities.

The official working hours shall be from 8:00am to 5:30pm, with one hour lunch break from 12:00nn to 1:00pm, and two 15-minutes break in the morning and in the afternoon.

Record your attendance by signing in and signing out through biometrics face scanner.

We have two payroll cut-off periods; the first cut-off is from the 26th to the 10th of the month and the 11th to the 25th of the month.

Employees shall receive their salaries every 20th and 5th of the month.

HR must be notified within 48 hours upon receipt of the payslip. Send an email to HR, attaching your payslip and your own computation to identify the discrepancies. HR will recompute your salary and make necessary adjustment if necessary. The salary adjustment will be reflected on the next pay day.

Yes, after completing one year of continuous service, you become eligible for company leave credits.

After one year of service, you may be eligible for various types of leave, including Vacation Leave and Sick Leave.

Vacation Leave refers to paid leave of absence granted to regular employees who have completed one year of service to provide sufficient time to rest or to attend personal concerns.

Sick Leave refers to paid leave of absence granted to employees who have completed one year of service to address health needs due to illness or injury.

Leave credits start accruing after completing one year of continuous service with the company

Vacation Leave must be filed in ODOO HRIS at least two (2) days before the date of your desired leave. However, a longer period of Vacation Leave must be requested as early as possible, or at least 14 days before the intended leave, for smooth flow of activity in your department. Refer to Memorandum No. 24-001-ADM-HR.

After completing one year of continuous service, regular employees may be eligilble up to 7 days of Vacation Leave and 7 days of Sick Leave.

Vacation Leave must be filed in ODOO HRIS at least two (2) days before the date of your desired leave. However, a longer period of Vacation Leave must be requested as early as possible, or at least 14 days before the intended leave, for smooth flow of activity in your department. Refer to Memorandum No. 24-001-ADM-HR.

Sick Leave must be filed in ODOO HRIS by the employee upon returning to work. Refer to Memorandum No. 24-001-ADM-HR.

Maternity Leave benefits are granted to qualified female employees in every instance of pregnancy, miscarriage, or emergency termination or pregnancy regardless of frequency. Refer to Expanded Maternity Leave Law or Republic Act 11210 thru this link: https://www.officialgazette.gov.ph/downloads/2019/02feb/20190220-RA-11210-RRD.pdf

Paternity Leave benefits are given to married male employees whose legal wife underwent delivery or miscarriage. Refer to Amendment to the Omnibus Rules on Leave t hru this link: https://www.officialgazette.gov.ph/2015/12/21/amendment-omnibus-rules-on-leave/

Absence is defined as an instance when an employee is not present at their designated workplace during their scheduled work hours.

Excused or authorized absences are typically those approved in advance by a supervisor or manager due to valid reasons such as illness, family emergencies, or other pre-approved situations.

It's essential to inform your immediate supervisor and HR, as soon as possible or at least an hour prior to your shift schedule, if you cannot attend work due to unforeseen circumstances. Unplanned absences without prior notification may be subject to disciplinary action.

Yes, habitual or unauthorized absences may lead to disciplinary actions, including verbal or written warnings, depending on the company's attendance policy. Repeated violations may result in more severe consequences.

Yes, employees are required to submit a medical certificate for absences lasting three consecutive days or more.

A late arrival is when an employee arrives after the designated start time of their work shift.

Undertime occurs when the work rendered is less than six (6) hours.

No, you will not be eligible for an Incentive Allowance if your attendance is incomplete due to tardiness or undertime.

The company's attendance policy allows a maximum of four (4) tardiness incidents before disciplinary action is initiated.

The four (4) mandatory government contributions are SSS, PHIlHEALTH, PAGIBIG and BIR Withholding Tax.

The 13th- Month Pay bonus is mandatory and has to be paid out on or before December 24th or prior to the contract end date, whichever is sooner. It is equivalent to one month's salary and is required by Presidential Decree.

The Company Code of Conduct is a set of guidelines and principles that outline the expected behavior, values, and ethical standards for employees within the organization.

Violations of the Code of Conduct may lead to disciplinary actions, depending on the severity of the infraction. Disciplinary measures can range from verbal warnings and written reprimands to suspension or termination, as outlined in company policies.

• Fill up the Incident Report Form - Begin by filling out the Incident Report Form provided by the HR Department. Include all relevant details such as the date, time, location, individuals involved, and a brief description of the incident. Ensure accuracy and completeness of information.
• Submit the Incident Report to HR Department - Once the Incident Report Form is completed, submit it to the HR Department promptly.
• Follow-Up and Cooperation - Cooperate with HR and any investigating authorities by providing additional information or clarifications if requested. Ensure availability for any follow-up interviews or meetings related to the incident.
• Confidentiality and Non-Retaliation - Maintain confidentiality regarding the incident and refrain from retaliating against anyone involved in the reporting or investigation process. Confidentiality is crucial to protect the integrity of the investigation and those involved.
• Review and Evaluation - Upon receiving an inceident report, the HR Department will assess and conduct a prompt and thorough investigation. They may gather additional evidence, interview witnesses, and assess the severity of the incident.
• ​ Decision and Enforcement - Based on the findings of the investigation, the HR Department and the Management will make a decision regarding appropriate actions or disciplinary measures. These may include counseling, warnings, suspension, termination, or other corrective actions as deemed necessary.

Steps:

• Every first month of each quarter, KPIs are being communicated to all employees by HR Department via email. The email will outline specific details regarding the KPIs, including the measurement criteria, expectations, and any relevant guidelines.
• Upon receiving the KPIs, each employee is responsible for reviewing and understanding the expectations outlined in the communication. This includes seeking clarification from the HR Department if any aspect of the KPIs is unclear.
• Employees are required to complete their KPIs within the respective quarter. This timeframe allows for careful consideration and planning in alignment with the company's strategic objectives.
• Completed KPIs must be submitted to the HR Department no later than the end of the first week of the subsequent quarter. This ensures timely and efficient processing of performance data.

Types of Uniforms:

• Type A: Polo Shirt Uniform
• Type B: Round Neck T-Shirt Uniform

Admin Department (excluding Admin Service Team), Engineering Department (Design Team), Sales Assistant, Software Development Team:  Type A, to be worn every Monday and Wednesday or as required by the company.

Admin Service Team (Driver/Janitor/Messenger): Type B, to be worn every day.

Sales Engineer:  Type A, to be worn every Monday or as required by the company.

Senior Technical Support: 

Type A, to be worn every Monday and Wednesday or as needed;

Type B, to be worn to be worn every day.

Technical – Implementation Team:

Type B, to be worn every day unless the site requires a different type of uniform every day unless the site requires a different type of uniform.

Technical Support Team: 

Type A, to be worn every Monday or as needed;

Type B, to be worn every day unless the site requires a different type of uniform.

Note:

1. Beyond the specified uniforms, employees are required to dress in smart casual attire on days not mentioned and adopt formal wear as necessary.

2. IDs and lanyards should be visibly worn at all times for identification and security purposes.

Use of the company's internet and email is primarily for work. Key rules include:

• Limit Personal Use: Keep personal use minimal and non-disruptive to your duties.

• Protect Confidential Information: Share sensitive information securely and only with those who need to know.

• No Inappropriate Content: Do not send, download, or view offensive or illegal material.

• Follow Laws: Adhere to all relevant laws, especially concerning copyright and privacy.

• Professional Emails: Maintain professionalism in your email communications.

• Be Aware of Monitoring: The company monitors internet and email use to ensure compliance.

• Failure to follow these guidelines may lead to disciplinary action. Contact IT or your supervisor for any questions.

File Type_Employee Name_Date (YYYYMMDD) Created / Modified

Example: Performance Evaluation_Garcia, Catherine_20240307

For better understanding, please refer to the network path below: \\iotserver\Shared$\Forms (AUDITOR)\NAMING CONVENTION

• Employees are responsible for company equipment assigned to them.

• All equipment must be returned on time, complete, and in good condition.

• If equipment is lost, damaged, or altered, the employee must complete a Loss & Damage Report.

• The appropriate department will assess the situation and take necessary action.

• Failure to comply may result in disciplinary action, including financial responsibility or termination.

Use the Office Maintenance Form in ioASSET:

• Log in to ioASSET.

• Find the Office Maintenance Form.

• Complete the form with details of the issue.

• Submit the form.

The Gate Pass is used to secure permission to carry company property outside the office premises. Here's how it works:

Steps:

• Personnel requesting permission must complete the Gate Pass form.

• The form must be signed by the requester and acknowledged by their immediate superior, confirming approval.

• A copy of the Gate Pass is handed over to the guard on duty for inspection of the items being taken off-site.

This process ensures proper authorization and documentation for the movement of company property.

• Each employee is individually accountable for all company properties.

• Company equipment, properties, and items are designated for official business use only.

• An employee is solely responsible for all items left inside their assigned locker.

This policy ensures clear accountability and responsibility for the care and use of company property.

The Special Work Permit is for obtaining permission to enter company premises on non-working days. Here's what you need to know:

Steps:

• Requester fills out the Special Work Permit.

• The form must be signed by the requester and acknowledged by their immediate supervisor.

• A copy of the permit is submitted to the guard on duty for record-keeping.

This process ensures proper authorization for accessing company premises outside of regular working hours.

The clearance process ensures a smooth transition for resigning employees.

Here's what you need to know:

• Timely Resignation: File your resignation at least 30 days before the effective date, or as stated in your employment contract.

• Exit Interview: An exit interview will be conducted by your supervisor or HR Manager to gather feedback and discuss the resignation process.

• Completion of Forms: Complete all necessary clearance and other forms on or before your last reporting day.

• Release of Final Pay and Certificate: Your final pay and Certificate of Employment will be released upon completion of the clearance process.

• Importance of Clearance: Clearance is crucial as it allows you to be cleared from any accountabilities, ensuring a dignified departure from the company with mutual respect.

Following these steps ensures a smooth and respectful transition as you leave the company.

Your final pay and Certificate of Employment will be released once you have completed the clearance process.

The PC Workstation Turnover process ensures a smooth transition for new employees and continuity of work.

Here's what you need to know:

Purpose:  The process ensures that new employees continue using the same folders and maintain standard file naming conventions. Additionally, it ensures continuity by transferring email accounts and ensuring the new employee understands their tasks.

Requirements:

• Maintain standard file naming conventions and folder structure.

• Transfer email accounts to the new employee for continuity.

The Turnover List guides new employees on their tasks, pending issues, and immediate actions required for their job.

Requirements:

• Provide guidance to new employees on current tasks and pending issues.

• Ensure new employees understand their responsibilities.

Duties and Responsibilities ensure a smooth transition and customer satisfaction.

Requirements:

• Properly turnover and endorse all Duties and Responsibilities to the new employee.

• Delegate "special" Duties and Responsibilities to others for continuity.

• Management and supervisors will review and evaluate current duties and responsibilities and decide whom to turn over the responsibilities to.