COMPANY BENEFITS

WHAT YOU CAN EXPECT AS AN EMPLOYEE

EMPLOYMENT STATUS

PROMOTION AND SALARY ADMINISTRATION

1. Performance Evaluation System

2. Mechanics of the System
3. Frequency of Evaluation
4. Basis for Salary Adjustment and Promotion

SALARIES

1. Salaries of Non-Confidential Personnel

2. Salaries of Confidential Personnel
3. Salary Deductions

BONUSES

1. 13th Month Pay

LEAVE BENEFITS

1. Sick Leave
2. Vacation Leave
3. Paternity Leave
4. Maternity Leave
5. Bereavement Leave

FUNERAL ASSISTANCE

HEALTH SERVICES / MEDICAL PLAN

1. Medical Care Program

2. Annual Medical Check-up

MERIT INCREASE
PART I. WHAT YOU CAN EXPECT AS AN EMPLOYEE

EMPLOYMENT STATUS

All newly-hired employees are considered probationary employees for a maximum of six months
trial and observation period. During the period, the employee’s performance is closely monitored and
evaluated. If the employee does not meet the standards of the company and continues to fall below the
standards despite reminders and warnings, his employment may be terminated at any time during the six-
month period. At the end of the six months however, if the performance of the employee meets the
standards set by the management, the employee attains permanent status and starts to enjoy many benefits
the company gives to its employees.

PROMOTION AND SALARY ADMINISTRATION

1. Performance Evaluation System

The performance appraisal system is designed to provide a common and equitable basis for evaluating
the performance of employees. The company regards the evaluation of the employee’s performance as
one of the primary responsibilities of manager’s and supervisors. The performance appraisal system is
an effective tool for:

• assisting employees in their development and growth;

• determining an objective and equitable merit increase; and
• determining appropriate personnel action, such as transfer or promotion

All employees are rated on their respective work performance. Every employee’s work performance is
rated by his immediate supervisor. In rating the work performance of non-senior employees, a rater
/supervisor is required to discuss his rating with employee, more particularly the strong points and
weaknesses in the employees’ performance. An employee may disagree with the appraisal made by his
supervisor and indicate his non-conformity by placing his comments into the evaluation sheet which, in all
cases is reviewed by higher management.

2. Mechanics of the System

The rater evaluates the performance of the employee assigned to him/her according to measurable
factors shown on the Performance Appraisal Report (PAR) form.

These factors are grouped into measurable traits that are directly related to the job. They are:

2.1 Job Knowledge and Skills

Evaluates the individual’s knowledge of the job as applied in actual work situations. The
degree of job knowledge and skills is indicated by the employee’s ability to recognize and
analyze problems; ability to integrate small aspects of the job in relation to company
objectives, application of creativity and imagination to work situations, writing skills and
innovativeness.

2.2 Administrative Ability

Evaluates the individual’s ability to plan and control work assignments.

2.3 Personal Qualities

Evaluates the extent to which the individual’s personal characteristics have hindered or
contributed to the performance of the individual in the company. The qualities included are :
initiative and drive, punctuality, ability to get along with others (including clients), self-
confidence and leadership abilities.
3. Frequency of Evaluation

A performance appraisal of supervisory and lower level personnel is conducted on an annual

basis. This is initiated by the Personnel Officer who sends out a memo to the different managers and
supervisors regarding the appraisal of personnel reporting to them. The manager/supervisor appraises
the employee concerned based on the criteria stated. Upon completion of the PAR, the rater discusses
the evaluation with his immediate superior before discussing it with the employee. During the
discussion with the employee, the rater makes sure that specific points for improvement and specific
goals are thoroughly discussed.

In between the evaluation periods, managers and supervisors hold informal appraisal and
counseling sessions with their employees. The input from the informal appraisal and counseling
sessions will be included in the annual evaluation of the employee.

4. Basis for Salary Adjustment and Promotion

The company puts more emphasis on performance than on length of service in determining
promotions and salary increases. Neither does it give automatic promotions. The progress of an
employee depends entirely on the quality of work, his initiative, resourcefulness, and consistency.

SALARIES

All personnel are paid on a bi-monthly basis every fifteenth and end of each month. If the
fifteenth or the end of the month falls on a Saturday or holiday, the pay date is the banking day prior to
said Saturday or holiday.

The company opens a payroll account for each employee with its designated bank.

1. Salaries of Non-Confidential Personnel

The salaries of non-confidential personnel are credited to their accounts with the designated
bank of the company. Their pay slips are distributed by the Accountant in charge of payroll. It
contains the gross pay, deductions made and net pay for the pay period. The procedures in getting the
salary are as follows:

1.1 The employee receives the pay slip from the Accountant and signs the acknowledgment
portion of the pay slip in front of him/her; and

1.2 The employee returns the acknowledgment portion of the pay slip to the Accountant;

If there are discrepancies in the computation of the salary, the employee concerned should
notify the Accounting department at the earliest possible time.

2.Salaries of Confidential Personnel

The salaries of confidential personnel are credited to their accounts with the designated bank
of the company. Their pay slips are distributed by the Finance Manager. The acknowledgment
portion of the pay slip should be returned to her.

If there are discrepancies in the computation of the salary, the employee concerned should
notify the Finance Manager.

3. Salary Deductions

As mandated by law, the following deductions from the salary of the employees are made:
Withholding Tax, Social Security System premiums, Pag-ibig and Medicare premiums. Other
deductions, like amortization of SSS loans, salary loans, fees arising from dental treatment, excess
leaves (whether vacation or sick leave), tardiness and the like shall also be made provided a Salary
 Deduction Authority is signed by the employee and the total deductions are not more than 50% of the
take home pay.

All deductions from the employee’s salary will be reflected on the pay slip.

BONUSES

13th Month Pay

All personnel are entitled to the 13th month pay prorated to the number of months worked.

This is given to all personnel before Christmas Day, generally or even before December 15.
The computation of the 13th month pay is based on the total basic salary of the employee divided by
number of months worked during the year.

LEAVE BENEFITS

1.Sick Leave (SL)

All Personnel, upon permanency, may avail of the SL benefits. SL credits are earned after
probationary period at the rate of 1 leave per month worked. This benefit may be availed of on an as
available basis. SL credits are not cumulative. Sick leaves for 2 days or more should be accompanied
by a doctor’s certificate. If no certificate is submitted, then the leave for the second day onwards will
be deducted from vacation leave credits.

2.Vacation Leave (VL)

All Personnel, upon permanency, may avail of the VL benefits. VL credits are earned after the
probationary period at the rate of 10 hours per month worked. This benefit may be availed of on an as
available basis. VL credits may be accumulated up to a maximum of 240 hours or 30 days, any other
VL credits earned beyond these, will be notified to the employee and immediate supervisor for
consumption and will be forfeited if not used within the given period. Upon resignation, accumulated
VL’s will be converted to cash.

To enable proper scheduling of departmental work loads, applications for vacation leave of
more than 1 day should be pre-scheduled and approved by the immediate supervisor. A valid reason
should be submitted when applying for a vacation leave.

Application of VL must be applied one (1) week (7 days including Saturdays and Sundays)
before the intended leave.

3. Paternity Leave

All married male employees are entitled to a seven (7) days leave with full pay for the first (4)
deliveries of the legitimate spouse. The employee applying for paternity leave shall notify his
employer about the pregnancy of his spouse and the expected date of such delivery.

4. Maternity Leave

Please refer to SSS Maternity Benefits:

Maternity Leave: sixty (60) days for normal delivery or miscarriage or seventy eight (78) days for
caesarean.

5. Bereavement Leave

All regular employees are entitled to leave with full pay for the period not exceeding three (3)
days, on the occasion of death of legal spouse, parents or children. The bereavement leaves can be
made available between the day of death and burial of the relative. This type of leave is not convertible
to cash and is separate from the existing vacation and sick leave privileges.

FUNERAL ASSISTANCE

All regular employees are entitled to receive an amount of P2,000.00 in the event of death of
an immediate family member (parents, spouse & children).

HEALTH SERVICES/MEDICAL PLAN

1. Medical Care Program

All regular employees are enrolled with the Maxicare Healthcard. Employees already
regularized by August 1, 2004 will still enjoy the old Maxicare Benefits. Employees who are already
on their 5th month of probationary period shall be applied to Maxicare. As of January 1, 2008, these are
the following Maxicare benefits that regular employees can avail:

a. Platinum – For Officers ( Maxicare has reorganized their plans. Though this plan seems to
be the highest, the only difference is that plan holders can avail of the executive check-up.
This plan was formerly Maxicare’s Platinum Plus, which is a special plan for Executives.)

b. Gold 1 Plan – For Officers

c. Gold 2 Plan – For Supervisors and Managers who have been regularized by the company
for at least two (2) years, their plans shall be upgraded from the Silver to the Gold 2 Plan

d. Silver Plan – For all newly regularized employees except Officers.

After one year of service, the employee can apply for his/her dependents:
a. Single employees - can apply for one (1) dependent, specifically one of
his/her parents only.
b. Married employees – can apply for two (2) dependents, specifically
his/her spouse and child only.

* Rank and File employees remain in the Silver Plan regardless of the years of service in the
company.
* All dependents remain in the Silver Plan regardless of the movements of the Principal Plan
holders.

2. Annual Medical Check Up

All regular personnel are encouraged to undergo an annual physical examination. This is
scheduled by the company with our health maintenance organization (Maxicare). This will help the
employee to maintain healthy body that is essential to better productivity.

MERIT INCREASE

All regular employees are entitled to a merit increase depending on his/her overall
performance. Merit increase will be based on the performance appraisal
THE MANAGEMENT