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COMPANY POLICY

Conflict of Interest

All employees of the Company are restricted from entering into any business relationship with a competitor and suppliers. This means, among other things, owning a competing business or being involved with competitors as partner, officer or director assisting competitors − including family or friends, in creating, designing, developing, marketing or selling any product or services that competes with the Company. If the business was entered into prior to employment, full disclosure thereof is required and management reserves the right to terminate employment if such disclosure was not made.

Equal Opportunity Employment

The Company will not tolerate nor condone discrimination due to race, religion, color, gender orientation, age, national origin, mental or physical disability, veteran or family status, or any other status or condition protected by applicable national, or local laws, except where a bona fide occupational qualification applies. It shall create an inclusive and welcoming workplace where everyone is treated with dignity and respect.

Employees will be hired solely on the personnel requirements of the Company and based on the individual qualifications of each applicant.

This policy extends to all aspects of the employment relationship including, but not limited to, recruitment, interview, job assignments, training, compensation, benefits, discipline, use of facilities, participation in Company-sponsored activities, termination, and all other terms, conditions, and privileges of employment.

Anti-Child Labor Policy

The Company is a Child Labor-Free Establishment. We do not employ children or individuals below the legal age nor do we use products or materials produced through the use of child labor. We are committed to playing a positive role in helping the society to eliminate exploitative child and forced labor.

Workplace Safety

It is everyone’s best interest at the Company to have a safe and healthy workplace. The Company is committed to this goal and expects you to share in this responsibility by acting in a safe manner and reporting any dangerous condition, hazards or workplace accidents.

The Company aims to be an environmentally-responsible corporation. Thus, it endeavor to create and maintain ecologically sustainable processes and practices through its Green Program including but not limited to workplace safety, energy management, material procurement sustainability, water and waste water management, climate change resiliency and building operations/management

Workplace Hazards and Behavior

The Company complies with all applicable laws and regulations relating to safety and health in the workplace. We provide information about generally recognized workplace hazards, and have procedures for handling serious incidents or disasters that may affect the workplace safety. Your full participation in any safety drills, training, or related activity is an important part of preparing for and maintaining a safe work environment.

Safety and Security

It is the Company’s intention to provide a safe and secure workplace for all employees and visitors. With this in mind, the Company will take reasonable precautions to ensure it meets this goal.

Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition to the appropriate immediate manager. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report such situations, may be subject to disciplinary action.

In the case of accidents that result in injury, regardless of how insignificant the injury may appear, the employee should immediately notify his/her immediate manager, who, in turn, should notify Human Resources Department.

Each employee will be issued a Company ID. Employees must wear the ID in a clearly visible fashion while in the office premises.

Visitors entering the Company’s premises must sign in with security. All visitors must be escorted by an employee at all times.

Office Protocol And Decorum Anti Sexual Harassment

The Company is committed to uphold the rights and dignity of all its employees through the creation of a work environment characterized by professionalism, fairness, openness, trust, and respect. These policy guidelines, pursuant to Republic Act 7877, otherwise known as the “Anti Sexual Harassment Act of 1995,” define sexual harassment and lay down procedures to be observed for the prompt and effective handling and investigation of sexual harassment cases.

The Company values the dignity of every individual, enhances the development of its human resources, guarantees full respect for human rights and upholds the dignity of its employees. All forms of sexual harassment in the workplace are declared unlawful.

Definition of sexual harassment

  1. Sexual harassment in a work-related or employment environment pertains to a sexual favor made as a condition in the hiring or in the employment, re-employment or continued employment of an employee or in granting said employee favorable compensation, terms, conditions, promotions or privileges, or the refusal to grant the sexual favor resulting in limiting, segregating or classifying the employee which in any way would discriminate, deprive or diminish employment opportunities or otherwise adversely affect said employee.
  2. Work related sexual harassment is committed by an employer, manager, immediate manager, agent of the employer or any other person who, having authority, influence or moral ascendancy over another in a work-related or employment environment, demands, requests or otherwise requires any sexual favor from another, regardless of whether the demand, request or requirement for submission is accepted by the victim.Sexual harassment is not limited to the workplace. It may also occur:
    1. At the office-related social functions
    2. In the course of work assignments outside the office
    3. At work-related conferences or training sessions
    4. During work-related travel

    All complaints of sexual harassment should be filed in writing and should be submitted to the employee’s immediate manager. The employee should also give Human Resources a copy of the complaint.

  1. There shall be a Committee on decorum and investigation of cases of sexual harassment which shall:

    1. Conduct meetings, as the case may be, with employees, and students or trainees to increase understanding and prevent incidents of sexual harassment;
    2. Conduct the investigation of alleged cases constituting sexual harassment; and
    3. Be composed of at lease one (1) representative each from management and from the rank and file employees.

Policy On Non-Discrimination, Confidentiality And Work Accommodation/ Arrangements For Employees Living With Hepatitis B, HIV, Or/And AIDS

The Company recognizes that certain medical conditions such as Hepatitis B (Hepa B), Human Immunodeficiency Virus (HIV) and Acquired Immune Deficiency Syndrome (AIDS) endanger the wellbeing of our employees. In an effort to deal with the issue proactively, we are committed to creating an inclusive and nurturing environment to assist and care for our employees with these conditions. The Company will endeavor to educate all employees about the prevention, transmission, and treatment of these conditions.

The Company will not carry out the direct or indirect pre-employment screening for Hepa B, HIV and/or AIDS as a pre-requisite for employment.

Infection, in itself, does not constitute lack of fitness to work, so an employee cannot and will not be dismissed simply because he/she is found positive for any of these conditions. All medical records shall be kept confidential. It is up to the employee to release information concerning his/her medical condition. If an employee is unable to work because of an illness-related to HIV/AIDS/Hepa B, reasonable alternative working arrangements will be made where possible such as but not limited to flexible leave arrangements, rescheduling of working time, and arrangement for return to work. Affected employees shall not be discriminated against, from pre- to post-employment, including hiring, promotion, or assignment. The Company will do its best to protect any member of staff against discrimination in the workplace. Any employee found guilty of discriminating actuation /behavior, will be subject to disciplinary action. HIV, AIDS, and Hepa B will be treated like any other medical condition when it comes to medical outpatient benefits and the granting of sick leave.

Workplace Policy And Program On Tuberculosis (TB) Prevention And Control

The Company recognizes that while Tuberculosis (TB) is highly contagious and that the TB cases in Philippines is among the highest in Asia, said disease is treatable and its spread can be curtailed if proper control measures are implemented. As such, this TB Policy and Program is hereby issued for the information and guidance of the employees.

PURPOSE:

To address the stigma attached to TB and to ensure that the worker’s right against discrimination, brought by the disease, is protected.

To facilitate free access to anti-TB medicines of affected employees through referrals.

I. IMPLEMENTING STRUCTURE

The TB Program of the Company shall be managed by its health and safety committee consists of representatives from the different divisions and departments.

II. COVERAGE

This Program shall apply to all employees regardless of their employment status.

III. GUIDELINES

A. Preventive Strategies

  1. Conduct of Tuberculosis (TB) Advocacy, Training and Education
    • TB education shall be conducted by our HMO partner clinics in close coordination with the health and safety committee, through distribution and posting of health materials and counselling and/ or lectures.
    • Engineering measures such as improvement of ventilation, provision for adequate sanitary facilities and observance of standard for space requirement (avoidance of overcrowding) shall be implemented.
  2. Screening, Diagnosis, Treatment and Referral to Health Care Services
    • The Company shall establish a referral system and provide access to diagnostic and treatment services for its employees. The Company shall make arrangements with the nearest Direct Observed Treatment (DOT) facility.
    • The Company’s adherence to the DOT’s guidelines on the diagnosis and treatment is highly encouraged.

B. Medical Management

  1. The Company shall adopt the DOT’s strategy in the management of workers with tuberculosis. TB case finding, case holding and Reporting and Recording shall be in accordance with the Comprehensive Unified Policy (CUP) and the National Tuberculosis Control Program.
  2. The Company shall at the minimum refer employees and their family members with TB to private or public DOT centers.

C. SOCIAL POLICY

  1. Non-discriminatory Policy and Practices
    • There shall be no discrimination of any form against employees from pre to post employment, including hiring, promotion, or assignment, on account of their TB status. (ILO C111)
    • Workplace management of sick employees shall not differ from that of any other illness. Persons with TB related illnesses should be able to work for as long as medically fit.
  2. Work-Accommodation and Arrangement
    • Agreements made between the Company and employee’s representatives shall reflect measures that will support workers with TB through flexible leave arrangements, rescheduling of working time and arrangement for return to work.
    • The employee may be allowed to return to work with reasonable working arrangements as determined by the Company Health Care provider and/or the DOTS provider.

D. COMPENSATION

The Company shall provide access to Social Security System and Employees Compensation benefits under PD 626 to an employee who acquired TB infection in the performance of his/her duty.

V. ROLES AND RESPONSIBILITIES OF EMPLOYERS AND EMPLOYEES

  • Employer’s Responsibilities
    • The Employer, together with employees, HR, safety and health personnel shall develop, implement, monitor and evaluate the workplace policy and program on TB Employees’ Responsibilities.
    • Provide information, education and training on TB prevention for its workforce.
    • Ensure non-discriminatory practices in the workplace.
    • Ensure confidentiality of the health status of its employees and the access to medical records is limited to authorized personnel.
    • The Employer, through its Human Resources Department, shall see to it that their Company policy and program is adequately funded and made known to all employees.
    • The Health and Safety Committee, together with employees shall jointly review the policy and program and continue to improve these by networking with government and organizations promoting TB prevention.
  • Employees’ Responsibilities
    • Employees shall practice non-discriminatory acts against co-workers.
    • Employees shall comply with universal precaution and preventive measures.

V. IMPLEMENTATION AND MONITORING

The Safety and Health Committee or its counterpart shall periodically monitor and evaluate the implementation of this Policy and Program

VI. EFFECTIVITY

This Policy shall take place effective immediately and shall be made known to every employee.

Drug-Free Workplace Policy

In the compliance with Article V of Republic Act No. 9165, otherwise known as the Comprehensive Dangerous Drugs Act of 2002, and its Implementing Rules and Regulations and DOLE Department Order No. 53-03, series of 2003 (Guidelines for the Implementation of a Drug-Free Workplace Policies and Programs for the Private Sector), the Company hereby adopts the following policies and programs to achieve a drug free workplace:

Company policy on Drug-free workplace

Company explicitly prohibits:

  1. The use, possession, solicitation for, or sale of dangerous drugs on Company premises or while performing an assignment
  2. Being impaired or under the influence of dangerous drugs away from the Company, if such impairment or influence adversely affects the employee’s work performance, the safety of the employee or of others, or put at risk the Company’s reputation.
  3. Possession, use, solicitation for, or sale of dangerous drugs away from the Company premises, if such activity or involvement adversely affects the employee’s work performance, the safety of the employee or of others, or put at risk the Company’s reputation.

The presence of any detectable amount of dangerous drugs in the employee’s system while at work, while on the premises of the Company, or while on Company business. “Dangerous Drugs” include those listed in the Schedules annexed to the 1961 Single Convention on Narcotic Drugs, as amended by the 1972 Protocol, and in the Schedules annexed to the 1971 Single Convention as Psychotropic Substances as enumerated in the attached annex of R.A. 9165.

CORPORATE GOVERNANCE

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