Employee Handbook PDF

QBE SEABOARD INSURANCE PHILIPPINES, INC.
EMPLOYEE HANDBOOK
Version 1 May 2014
Owner Maria Clarinda D. Caparas – Senior HR Business Partner
Review QSIP Management Committee August 2014
Effectivity Date September 2014
Frequency of Review Annually

Document Name QSIP Employee Handbook
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QBE Seaboard Employee Handbook
FOREWORD
This Employee Handbook is solely prepared for QBE Seaboard Philippines to gain better
understand and appreciation of the Company’s Policies & Procedures and Code of Conduct.
This provides the employee a general overview of the Company and provides basic
information on employment policies, procedures and guidelines and outlines the benefits
and entitlements available to employees.
The employee is expected to abide and comply with the policies, procedures and guidelines
indicated in this employee handbook. The employee will need to refer to this handbook for
the general terms and conditions of your employment.
This handbook is subject to annual review. Should amendments deemed necessary to

reflect changes in the Company’s business direction, policies, procedures or benefits, this
will be immediately communicated to employees.
All employees are required to acknowledge their acceptance of the QBE Seaboard Employee
Handbook and return acknowledgement to Human Resources Department. The Employee
Handbook is also accessible to employees from the common HR drive.
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Our Story
QBE has successfully delivered more than 135 acquisitions since our first major international
acquisition in 1982. Headquartered in Sydney, QBE is among the top 20 companies by
market value listed on the Australian Securities Exchange (ASX). The growth of QBE,
nationally and internationally, is the story of an institution for more than 125 years has
played a significant part in Australian commercial history.
In October 1886, two young Scotsmen, James Burns and Robert Philp established QBE’s
foundation company, The North Queensland Insurance Company Limited (QI). By 1890, QI
had established over 36 agencies in locations including London, Hong Kong, Singapore, New
Zealand and the pacific Islands.
In 1904, the company opened its own offices on Frenchurch Street London. In 1924, QI
opened offices in New York.
In 1921, Burns founded the Bankers’ and Traders’ Insurance company (B&T), with QI being
the largest shareholder. The name Traders’ was derived from the Burns and Philp - founded
South Sea Island Trading firm Burns Philp and Company, which also had a shareholding in
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the insurance firm. The Bankers’ was derived from the Royal Bank of Canada – owned
Montreal Trust Company, which also had a stake in the venture.
In 1959, QI and B&T each purchased 40% of The Equitable Probate and General Insurance
Company, with Burns Philp taking the other 20%. In 1973, QI and B&T merged and took the
name QBE Insurance.
OUR NAME
QBE
The Q was taken from Queensland Insurance, B from Bankers’ and Traders’ and E from The
Equitable Probate and General Insurance Company that had been already acquired by both
companies. It was then the largest mergers in Australian corporate history, with the
business having a combined market capitalisation of $A43.9 million.
In 1991, QBE and the trading company Burns Philp ended their 105-year-old partnership
when they both unwound their cross-shareholding in each other. QBE has grown to become
one of the top 20 insurers and reinsurers worldwide growing its gross written premium from
$1 billion in 1994 to more than $18 billion in 2012.
OUR LOGO
The development of a new logo and what it meant was unveiled in 1980. The “Q”, the “B”
and the “E” all reflected the long history of the company which originated from Australian
colonization. The letters “QBE” found on the logo are representations of the first letters of
the three companies.
The triangular shape comes from the traditional symbol for strength and unity. The
solidarity of the chains shows that there is no weak link and the chain is equally strong and
self-supportive in every direction.
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The letters “QBE” with our symbol shows that our name and our symbols are together in
total corporate solidarity.
To know more about QBE’s branding guidelines and to download QBE Templates, please go
to http://globalintranet.qbe.com/global_intra/global-brand-kit.html
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QBE LOCALLY
In the year 1999, QBE Insurance Philippines Incorporated (QIP) was formed with a joint
venture between QBE and the Alsons Corporation. Since year 2000, QBE has been a key
provider of specialist insurance solutions in the Philippines market made available to
businesses and professional clients through selected brokers. QIP products are: marine and
aviation, professional liability, directors’ and officers’ liability, general and products liability,
commercial property, engineering and trade credit.
On 1 October 2013, two companies with successful and complimentary business models
entered into a joint venture as a larger company and now called as QBE Seaboard Insurance
Philippines (QSIP). QBE acquired the business renewal rights of Seaboard Eastern became a
25% shareholder of the new Company. QSIP will deliver commercial and retail insurance
products and services to a broader base of customer and the insuring public as a stronger
organization within global strength and local market expertise.
OUR PRODUCT LINES
 Fire and Allied Lines

 Business interruption
 Personal Accident
o Group Personal Accident
o Group Travel Accident
o Student’s Personal Accident
 Motor Vehicle Insurance
 Marine Insurance
 Engineering Insurance
o Contractor’s All Risk
o Erection All Risk
o Machinery Breakdown
o Electronic Equipment
o Advanced Loss of Profit
 Trade Credit
 Casualty
o Premises Liability
o Products Liability
o Comprehensive General Liability
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o Professional Liability
o Directors & Officers Liability
o Medical Malpractice
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Statutory Benefits
Statutory benefits are those benefits which are mandated by law. QBE ensures that the
company takes out necessary deductions and remits both Employee and Employer
contribution to the respective agencies.
 Social Security System - Monthly /Employee contributions, Sickness Benefit,

Maternity Benefit, Disability Benefit, Retirement Benefits, Death Benefit, Funeral
 HDMF – Monthly Employer / Employee contributions, Salary loans, Housing Loans,

Provident Benefits Claim, Calamity Loans
 Philhealth - Monthly Employer /employee contributions, Hospitalization subsidy,

special benefit packages (Maternity, Influenza, A(H1N1) package, etc.
 Statutory Monetary Benefits
o 13th Month Pay

o Retirement Benefits (mandatory)
o Night Differential (for work rendered between 10pm to 6am)
 Statutory Leaves
o Solo Parent Leave

o Paternity Leave
o Maternity Leave
o Battered Woman Leave
o Special Leave for Women
Monetary Benefits
Base Pay - we provide equitable pay according to industry standards. On a yearly basis, we
participate in a 3rd party industry compensation survey to ensure that we remain
competitive in the market.
Bonus Scheme - The bonus scheme is designed to reward performance that consistently
achieves business plans and targets in order to deliver the ONE QBE Strategy.
You are considered to be eligible for a grant under that year’s Bonus Plan if:
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 You joined QBE as permanent employee before 1 October 2014
 You achieve a PMP rating of at least 3-Fully Met Expectations
 You are not under notice of termination or disciplinary procedures
 You have not breached your Delegated Authority Level.
 You have complied with the QBE’s Risk Management requirement
Your Bonus Opportunity is a % of your Annual Base Salary
Roles@BE Level Target Opportunity Maximum Opportunity

(% Annual Base Salary) (% Annual Base Salary)
4 17% 25.5%
5 12.5% 18.75%
6 8.5% 12.75%
Overtime Pay
For the exact premium computation including Overtime pay, it will be according to the table
from the Department of Labour as follows:
Definition and Computation
Premium Pay for Rest Day and special holiday - 130% of the premium rate
Premium Pay for Special Holiday falling on Employee’s Rest Day - 150% of the premium rate
Premium Pay for Regular Holidays - 200% of the premium rate
Premium Pay for Regular Holiday falling on Employee’s Rest Day, 260% of the premium rate
Overtime Work on Regular Work Day - 125% of the premium rate
Overtime Pay for Special Holiday or rest day - 130% of the premium rate + 30% overtime
Overtime Pay for Special Holiday falling on Employee’s Rest Day - 150% of the premium rate
+ 30% overtime
Overtime Work on Regular Holiday - 200% of the premium rate + 30% overtime
Overtime Pay for Regular Holiday falling on Employee’s Rest Day - 260% of the premium
rate + 30% overtime
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Non-Monetary Benefits
A. Paid Time Off – Vacation Leave
The control and planning of vacation leaves rest within each department and the
Department Head is expected to monitor the leave situation from time to time.
All employees shall earn 1.25 vacation leave credits per month of tenure, pro-rated from
date of hire, or a total of 15 days of vacation leaves per annum. If the employee is hired
in the middle of the month, we will follow two cut-offs to determine entitlement.
Employees hired from 1st -15th of the month will start earning that month. While those
hire from 16th – EOM will start accruing the following month. See example below:
Date of Hire: February 1, 2013 (within cut-off of February 15th)

Number of Vacation Leaves for the year: 1.25 x 11 months = 13.75 days or 14 days
Date of Hire: February 18, 2013 (beyond cut-off of February 15th)

Number of Vacation Leaves for the year: 1.25 x 10 months = 12.5 days
a. Vacation leaves of employees may only be availed upon regularization of

employment. Leaves taken during probationary employment will be charged as
Leave without Pay.
b. Planned leaves must be filed at least five (5) days before the intended date of leave
through YourQinfo service.
c. Vacation leave due to emergency should be filed upon return to work. Emergency
d. Unused Vacation leave of five (5) days for the current year will be carried over to the
next calendar. All leaves in excess of five (5) days will be forfeited.
e. No leave of any kind may be used to offset day/s of suspension.
f. Upon separation, the employee will be allowed to use his/her earned leave credits
provided he/she gives a 30 days’ notice and secures the approval of immediate
manager or, will be paid to him/her in cash on top of the final pay.
B. Paid Time Off – Sick Leave
If an employee is ill and not fit for work, he/she must inform his manager and HR before
8:30am the nature of the illness and expected time / date of return to work. This is to
enable the lead to plan coverage of his/her work until his/her return and also to
minimize disruption of the workflow.
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All employees shall earn 1.25 sick leave credits per month of tenure, pro-rated from date
of hire, or a total of 15 days of sick leaves per annum. If the employee is hired in the
middle of the month, we will follow two cut-offs to determine entitlement. Employees
hire from 1st – 15th of the month will start earning that month. While those hire from
16th – EOM will start accruing the following month. See example below:
Date of Hire: February 1, 2013 (within cut-off of February 15th)

Number of Sick Leaves for the year: 1.25 x 11 months = 13.75 days or 14 days
Date of Hire: February 18, 2013 (beyond cut-off of February 15th)

Number of Sick Leaves for the year: 1.25 x 10 months = 12.5 days
a. Employees may use their accrued SLs starting from their probationary period.
b. An employee who misses work due to sickness or due to an emergency is required to

file for sick leave (SL) within 24 hours after reporting back to work through
YourQinfo Service. The employee will be required to submit a medical certificate is
he is on sick leave for three (3) days and above.
c. Sick leaves may be availed for a minimum of 0.5 SL credit or half of a work day, or 4
hours out of the 8 paid hours of a working day and increments thereof. Unused sick
leaves are forfeited at the end of the year and are not converted to cash.
d. Employee who has contagious disease or is hospitalized or confined at home for five
(5) days or more should submit a “certificate of fit to work” to HR upon return to
work.
Advance Use of Leave Credits
Regular employees by December 31st of a given year will be allowed to use their 15 days
of sick leaves and 15 days of vacation leaves in advance immediately the following year.
Upon separation, unearned but used sick/vacation leaves will be deducted from the final
pay.
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Leaves for Life Changing Events
 Maternity leave (paid thru SSS, the remaining difference from the employee’s
monthly salary will also be paid by the company.
- Normal delivery : 60 calendar days
- Caesarean delivery : 78 calendar days
 Paternity Leave (paid by the company)

- 7 calendar days, and may be availed by employees who are in probationary,
regular, and contractual employment.
- This applies to four (4) deliveries of the employee’s lawful wife.
- If not availed, paternity leave is not convertible to cash.
 Solo Parent leave – (paid by the company)
- This is in addition to existing leaves and shall be for 7 calendar days
- This is granted to a solo parent to enable him/her to perform parental duties and
responsibilities where physical presence is required. The child should be
unmarried, unemployed and below eighteen (18) years old, or even eighteen (18)
year old and above but is incapable self-support because he/she is mentally ill
and/or physically challenged.
- This is terminated if there is a change in status, such that he/she is no longer left
alone with the responsibility of parenthood.
A solo parent employee shall be entitled to the parent if:
a. Employee has rendered at least one (1) years of service, whether continuous
or broken;
b. Employer should be notified with a reasonable period of time.
c. Employee should present a Solo Parent Identification Card, which may be

obtained from DSWD office of the city or municipality where she resides.
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This is granted to an individual who is left along with the responsibility of

parenthood due to:
› Giving birth as a result of rape or, other crimes against chastity
› Death of spouse
› Spouse is detained or is serving a sentence
› Physical and/or mental incapacity of spouse certified by a medical
practitioner
› Declaration of nullity or annulment of marriage and individual is
entrusted with the custody of children
› Abandonment of spouse for at least one (1) year
› Unmarried father or mother, prefer to rear and keep her/his children
instead of giving them up to a welfare institution.,
› Those who give support to children as a foster parent duly appointed
as legal guardian by the court
 Bereavement Leave
- Bereavement Leave is 5 calendars days which is on top of the number of leaves.

This is to give time for an employee to grieve and mourn for their deceased
immediate family member. Immediate family member is defined as : spouse,
children, parents, sisters and brothers
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 Special Leave for Women
This is pursuant to Section 21 (B) of the Implementing Rules and Regulations of

Republic Act 9710, otherwise known as the “Magna Carta of Women”, the provisions
of Department Order No. 112 Series of 2011.
Special leave benefit for women means a female employee’s leave entitlement of
two (2) months or sixty (60) calendar days with full pay from her employer based on
her gross monthly compensation following surgery caused by gynaecological
disorders, provided that she has rendered continuous aggregate employment service
of at least six (6) months of the last twelve (12) months.
The special leave is on top of the fifteen (15) days leave entitlement. This is non-
cumulative and non-convertible to cash.
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HealthCare Benefits
Employees will be covered with a comprehensive healthcare benefits perfectly designed for
the employees needs. The Employees as principal dependent will have a maximum benefit
depending on their role levels.
CLASS MAXIMUM BENEFIT LIMIT

Level 3 400,000
Level 4 300,000
Level 5 & 6 200,000
The employee may enrol 4 of his dependents. Each dependent will have a maximum benefit
limit of 150,000. Our enrolment of dependents will be based on hierarchy: spouse and then
children.
With the Health Card provided, employees will be able to avail of the following subject to
the maximum benefit limits:
a. Hospital Confinement Services

b. Annual Physical Examination
o Medical History taking
o Physical Examination
o Chest X-ray
o Complete Blood Count
o Urinalysis
o Fecalysis
o ECG for 35 years old and above employees
o Pap smear for female employees 35 years old and above
c. Preventive Health Care
o Wellness Program and Counselling

o Immunization and allergy desensitization
o Family Planning Counselling
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d. Out-Patient Services
o Consultation
o First Aid Treatment
o X-Rays and Laboratory examinations
o EENT care
o Transfusion of Blood and other blood Elements
o Dialysis, chemotherapy, and similar treatment procedures
e. Dental Benefits
Medical Reimbursement
The Company also provides a Php5,000 medicine reimbursements for employees only.
Reimbursements may cover medicines, vaccinations, non-cosmetic dental procedures and
non-aesthetic optical care. Claims should be supported by receipts. For a claim that is
above Php1, 000 should be accompanied by a medical prescription.
Group Life Insurance & Accident Cover
The coverage is four times the annual salary of an employee is 4x annual salary of an
employee. Riders to include:
a. Temporary and permanent disablement

b. Accidental death and dismemberment
Service Award
Employees who have attained service anniversaries of 5,10,15,20 and 25 will receive a
congratulatory letter from Management plus a gift to commemorate the occasion.
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PERFORMANCE MANAGEMENT PROCESS (PMP)
QBE is committed to the development, retention and motivation of each employee. The
annual Performance Management Process (PMP) is a way of facilitating an employee’s
development
The PMP connects QBE’s vision and values, and strategic business unit plans with an
employee’s:
 Performance objectives and goals

 Current and future development opportunities
Each year, an employee and their manager should have:
 A meeting to set that year’s objectives and development goals

 A mid-year review to evaluate how the employee is progressing with their objectives
and development. The mid-year rating is calibrated through a formal process. The
rating will only be communicated once your manager has completed the calibration
review process.
 An annual review to discuss that year’s achievement and areas for development.
Final comments and rating are given at this time. Please note that the final rating
will only be officially released once your manager has completed the calibration
process.
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LEARNING AND DEVELOPMENT
Development of skills set is necessary to effectively meet new and on-going job
challenges. Through training, previously acquired skills are reinforced and
awareness of knowledge, skills and behaviors is upgraded. It is also through training
that new skills and effectively habits are required or developed.
There will be opportunities for employees to continuously develop or upgrade their

skills, which are essential for career growth and development. These may be given
through formal courses, seminars, conferences, workshop and programs. In-house
training programs may be considered when the knowledge or skills to be developed
is common to a sizeable target group.
External training activities are considered when knowledge or skill to be acquired or

developed is specific to the employee’s needs.
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Expectations for Successful Employment
RECRUITMENT AND SELECTION
Recruitment will be based on qualifications, relevant skills and competencies, prior work
experiences, performance and other assessments where applicable for specific job roles.
Vacant positions may be filled through internal job postings, promotion from within or
through external sources. External recruitment can progress concurrently with the internal
process and the Company may, at its sole and absolute discretion recruit externally.
Employees who wish to apply for internal job vacancies are expected to inform their direct
manager.
All employment offers will be subject to satisfactory reference checks and vetting of
qualifications, and where appropriate, credit checks for specific job roles.
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UPDATE OF PERSONAL INFORMATION (201 files)
Newly- hired employees must submit all the necessary documents (e.g. copies of birth
certificates of self & children, marriage certificates, certificate of Compensation & Tax
withheld from previous employer, educational certificates, diploma, etc) for your 201 file
and for your benefits enrolment.
You are required to inform the Human Resources Department within 2 weeks of the change
whenever there are many changes to your personal particulars (e.g. change of residential
address, change in number of dependents, etc). If there is a change in your personal
circumstances which would affect your ability to carry out your role, it is also your duty to
inform your line manager / Human Resources Dept.
Employment Classification
Probationary Employee
You are hired on Probationary Status which is a maximum of six (6) months as provided for
by the Labor Code of the Philippines. During this period, your immediate supervisor will
regularly assess your performance. As a probationary employee, you may or you may not
be entitled to Company benefit, depending on your level and on the prerogative of QBE
management.
It is also during this time that the Company can evaluate whether or not you may be granted
a regular status.
Standard for Regularization
New Employees will undergo a six (6) months probationary employment, where, their
performance will be assessed by their line manager. General standards used in evaluating
your performance are listed below:
 External Appearance
You must keep yourself neat, presentable and well groomed at all times. You must
carry yourself in a dignified and respectful manner.
 Attendance and Punctuality
You must be able to strictly observe scheduled workdays and flexible work
arrangement policy. You must be able to report to work regularly and on time.
Frequent absences, tardiness or “undertime” is strictly prohibited.
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 Job Competence
You must prove your knowledge and understanding of the nature, details and
demands of your job. You must be able to report to work regularly and on time.
Frequent absences, tardiness, or “undertime” is strictly prohibited.
 Attitude
You must demonstrate a sincere interest and enthusiasm in your job. You must
show a positive outlook towards the Company, its business, operations, beliefs and
concerns. You must show willingness to learn and to overcome job difficulties. You
must be able to perform your job with a positive attitude even while working under
stress. This includes having the quality of initiative, responsibility and foresight.
 Discipline
You must be able to comply with the Company’s rules and regulations. You must be
able to show maturity in accepting criticisms and remarks your work and attitude.
 Attitude towards co-employees and superiors
You must be able to show respect to your superiors, co-employees and others in
general. You must be able to work well with others. This includes the ability to
cooperate and to work as part of a team.
 Work Quality
You must be able to prove to the satisfaction of the company advanced skills
initiative and competence in your duties and responsibilities.
Regular Employee
Upon successfully meeting the Company’s standards, you will be qualified for regularization.
Once regularization has been confirmed, you will be entitled to all benefits given to regular
employees, subject to the implementing guidelines set by the Company. You will also be
governed by the same company rules and regulations as set forth in this handbook.
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Contract/Project Employee
In some instances, the Company may hire contractual or project-based employees for
specific tasks or assignment for a set period which may not lead to permanent employment.
These employees undergo an immersion and induction session to help familiarize them with
the standards set by the Company.
Only statutory benefits that are due are given to the contractual employee.
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As part of our holistic approach in taking care of our employees, we constantly provide them
with their various needs while at work, and where they can express their various needs
while at work, and where they can express their different interests and hobbies, and truly a
well-rounded life at QBE.
Engagement Programs
Our engagement team constantly organizes theme days, holiday celebrations, and activities
to help drive better performance, improve productivity, promote company values and foster
a fun and familiar environment.
Anti –Discrimination and Equal Employment Opportunity Policy
To avoid all forms of discrimination in the workplace, managers and team leaders have
responsibility for maintaining a non-discriminatory work environment by adhering to equal
employment opportunity practices and giving everyone a “fair go”. All employees have duty
to deal with each other fairly, equally and impartially.
All employees are entitled to work in an environment which is free from discrimination, that
is fair and equitable treatment based on the real requirements of jobs. In doing so, the
support of all employees is sought in identifying a rectifying practices, attitudes and
traditions which lead to discrimination.
The Company will not discriminate between people on the grounds of:
 Age
 Colour
 Marital status
 Race
 Religion
 Sex
 Political opinion
 Pregnancy
 Physical or intellectual disability or impairment
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The Company will investigate all complaints of discriminations quickly and sympathetically,
maintaining of all details.
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GENERAL POLICIES AND GUIDELINES
This outlines a set of policies and guidelines to employees when conducting or undertaking
any activity relating to your work including during working hours or when using QBE
property. It contains basic principles and standards of professional behaviour that should
be observed at all times.
EMPLOYEE PERFORMANCE
QBE treats all of its employees as important member of the Company. Each has its own
significant role and objectives to fulfil throughout his/her career with the Company. The
performance of each individual according his/her job, when effectively carried out,
contributes to the overall success of the company.
It is therefore expected that each employee is able to consistently meet, if not exceed, all
performance standards set starting from his probationary employment and throughout an
employee’s career in QBE.
ATTENDANCE POLICY
QBE recognizes and supports flexible work arrangement as a means to facilitate a
supportive and productive work environment that is responsive to the changing professional
and personal needs of today’s workforce. The local Flexible Work Policy is patterned from
the Asia Pacific Work Policy, based on QBE Global Flexible Work Principles, provides
employees with alternative work options for where and/or when they do business in order
to allow employees to achieve personal and professional balance while continuing to meet
the needs of the business and our customers.
The policy applies to all permanent and probationary employees of QBE Seaboard Insurance
Philippines. This policy does not apply to contractors, agency personnel and consultants.
The Official or core business hours is from 8:30am to 5:30pm, however, the company
adopts a “Flex” time arrangement which is reporting to work between 7:30am – 900am and
leaving the office between 4:30pm to 6:00pm. Managers of each division will take
responsibility over their direct reports attendance and ensure that most of them are present
during the core business hours.
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Employees with have the following break periods in a day’s work :
15 minutes – paid break in the morning
1 hour - unpaid lunch break
15 minutes - paid break in the afternoon
REPORTING TARDINESS / ABSENCES / LEAVE EARLY

In the event that an employee is absent due to an illness, emergency, or any unforeseen
circumstances, he/she should inform his immediate supervisor and Human Resources
before 8:30am through phone call or text messages.
It shall be the responsibility of the employee to ensure that the call is received by HR or
immediate supervisor. For text messages, absence will only be valid if there is an
acknowledgement from immediate supervisor or HR. Otherwise the employee should send
a follow-up text.
Tardiness
Tardy is defined as arriving after 9:00am. An employee arriving the office at 10am is already
considered as absence and will fall under Absence provision.
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The following comprises the progressive corrective action process concerning Tardiness:
1st Occurrence Coaching
2nd Occurrence Verbal Warning
3rd Occurrence Written Warning
4th Occurrence Final Warning
5th Occurrence Termination
Absence
Attendance on each day is deemed critical to the business and in the effective delivery of
one’s job. Employees are expected to adhere at all times to their agreed work schedules.
Failure to do so will lead to corrective action. Below comprises the progressive corrective
action process for Absence occurrences.
1st Occurrence Verbal Warning
2nd Occurrence Written Warning
3rd Occurrence Final Warning
4th Occurrence Termination
LEAVE EARLY
Leave early is defined as leaving the work place two (2) hours or less before the eight hours
of work with approval from your supervisor. Leaving the company premises earlier than 2
hours before the end of the eight hours of work will be considered as absence.
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MEDICAL CERTIFICATES
A medical certificate is required for at least two (2) days of consecutive absences. There is
no need produce a medical certificate of absence below two days, unless required. A
medical certificate is valid if it contains the doctor’s name, license number, clinic, address,
clinic hours and contact numbers. Failure to provide medical certificate when needed
constitute insubordination as it is an overt refusal to meet requirements set by QBE.
Submission of a valid medical certificate does not make an absence excusable from
sanctions. In cases of illness, a fit-to-work certificate will be required prior to the employee
going back to work.
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DRESS CODE POLICY

“While demeanour is one’s own personal choice, we need to remember that our
demeanour is reflective of that of the Company.”
Employees are expected to present a clean, neat and tidy appearance at all times and to
comply with the dress code prescribed by the Company.
Business and appropriate attire is expected of employees during regular office

hours, when meeting with customers, and business partners whether inside or
outside the office premises.
The last working day of the week is “smart casual” day; a dress down version of the
business appropriate attire but the same guidelines applies. When meeting with
customers and/or business partners outside the company’s premises on this day, the
employee should exercise judgment on the appropriate attire he/she will wear.
For corporate events or activities held outside of the office premises, employees are
expected to adhere to the attire prescribed by the company organizers.
An employee who does not meet expectations in this code would be subject to the
penalties. HR or the immediate superior may recommend heavier or lighter penalties
considering the circumstances of each case, and if such would be the interest of the
company.
Below are the lists of Acceptable “Smart Casual Attire”
ACCEPTABLE SMART CASUAL ATTIRE

(LAST WORKING DAY OF THE WEEK)
Males Females
Denim wear of all kinds and colors (e.g. Denim wear of all kinds and colors (e.g.
pants, shirts, jackets, etc.) pants, shirts, skirts, jackets, etc.)
Pressed and clean casual pants (e.g. Khakis, Pressed and clean casual pants (e.g. Khakis,
Dockers, slacks, corduroys, etc.) slacks, corduroys, etc.)
Collared polo or shirts Skirts no more than 2 inches above the knee
T-shirts, button down shirts Sweaters
Sweaters Shirts without collars that are at or above
the neckline
Mock turtlenecks Buttoned down collared shirts
Business casual shoes and socks Polos or golf shirts with collars
Sneakers and athletic shoes Business casual shoes, sneakers and athletic
shoes
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UNACCEPTABLE ON ALL DAYS
Males Females
Spandex or lycra clothing See through fabrics (acceptable when worn
over a camisole or singlet
Backless, plunging necklines, spaghetti Sweat suits, jogging suits

straps/blouses
Midriff or blouses or shirts showing part of Sandals or Flip Flops

the torso/body
Dirty or ripped clothing and shoes Baseball caps or hats
Shorts Sundresses
Party clothes Tank halter, tube tops
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Identification and Proximity Card

Every employee will be issued Identification and Proximity cards and employees are
required to wear the Company ID provided by the Company at all times for security and
identification purposes.
Upon separation from QBE Seaboard Insurance Philippines, the Company ID and proximity
card must be surrendered to HR. A replacement fee will be charged if you lose or damage
the card.
General Company Property and Equipment

An employee is responsible and accountable for all company property assigned to him/her.
All Company property shall be used for official business only and any unauthorized use of
Company property will be subject to disciplinary action.
No company property shall be removed or taken out of the Company premises without
proper written authorization. Any loss of or damage to Company property shall be reported
immediately to the employee’s direct manager/supervisor.
Properties powered by electricity such as lights, computer, shall be turned off when not in
use for a considerably long time. Air-conditioning units shall be turned off after office hours
while faucets shall always be closed properly after use.
The office telephones are meant for official use. However, the Company does allow
employees to make some personal call provided these are reasonable and not excessive.
Otherwise, any changes for such calls will be for the account of the employee concerned.
Personal Mail
The company address should be used strictly for business purposes only. Only work-related
mail will be accepted in the Reception area. For personal transactions, you are not allowed
to use the company address as delivery address.
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SEPARATION FROM THE COMPANY
Resignation
A resigning employee should submit a letter of resignation to his immediate supervisor 30
days before the effective date of resignation. The letter has to be acknowledged and
accepted by the immediate superior.
During the 30-days the employee is expected to make proper turnover of his tasks to his/her
successor or to his immediate superior and work on his clearances to facilitate a graceful
exit.
Upon resignation the employee must complete the following:
 Exit Interview with HR

 Settle all legal or authorized monetary accountabilities
 Return all Company properties (e.g. keys, fixed assets, Identification Cards, HMO
Cards, Training Manuals, and Employee Handbook.
During the notice period, the employee’s salary will be withheld until she has been cleared
from any obligation from the Company. The salary will be release within the month after
clearance has been submitted.
Dismissal
The Company may terminate a contract of employment if the employee has committed the
following causes:
 Breach of any of the terms and conditions of employment;

 Physical incapacity to perform the duties and functions;
 Inefficient performance of duties and responsibilities or unsatisfactory ratings in
three (2) consecutive evaluations;
 Commission of any act or omission causing or tending to cause any loss or damage to
the Company’s properties or business reputation;
 In case of serious or persistent breach of discipline, such as but not limited to those
mentioned in this employee handbook, or other policies, rules and regulations of the
Company; or
 Violations of any provision of the laws of the Philippines.
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Likewise the following are just cases of dismissal as provided in the Labor Code.
 Serious misconduct and wilful disobedience by the employee of the lawful orders of
his employer or representative in connection with his work
 Gross and habitual neglect by the employee of his duties
 Fraud or wilful violation by the employee of the trust reposed in him/her by his/her
employer or representative.
 Commission of crime or offense by the employee against the person of his
employer/representative or immediate member of his/her family
 Any other act constituting a just cause of separation under the Philippine Law.
As provided in the Labor Code, the Company may also dismiss an employee, with
termination pay on account of redundancy or installation of labor-saving devices,
retrenchment to prevent losses, and illness of an employee in which his/her continued
employment is prohibited by law or is prejudicial to his/her health and the health of his/her
co-employees.
Separation Pay
An employee is entitled to receive separation pay equivalent to one-month pay, or on-half
month pay per year of service (depending on the cause of separation), a fraction of at least
6 months is considered as one whole year.
If the separation from the service is due to any of the following causes, one-half month pay
for every month of service shall apply:
 Retrenchment to prevent losses (i.e. reduction of employees)

 Closure or cessation of operation due to serious losses or financial reverses
 When the employee is suffering from a disease not curable within a period of six
months and his continuous employment is prejudicial to his health or his co-
employees.
Whereas, the separation from the services is due to the following causes stated below,
corresponds to one month pay for every year of service shall apply:
 Installation by employer of labor-saving devices

 Redundancy, as when the position of the employee has been found to be surplus
age or unnecessary in the operation of the business.
 Impossible reinstatement of the employee to his/her former or to a substantially
equivalent position for reason not attributable to the fault of employer, or the
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position to which he is to be reinstated no longer exists and there is no
substantially equivalent position in the establishment to which the employee can
be assigned.
Retirement Pay
An employee who retires from work between ages 60-65 years shall receive a minimum
retirement pay equivalent to one-half month salary for every year of service. A fraction of
at least 6 months shall be considered as one whole year.
One-half month salary shall include the following:
 15 days salary based on the latest salary rate

 Cash equivalent of accrued and unconsumed vacation leave
 1/12 of the 13th month pay
One-half month salary = (15 days x salary per day) + (unconsumed vacation leave credits x
latest salary per day) + (1/12 of the 13th month pay)
Minimum Retirement pay =number of years in service x one-half month salary
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ZERO TOLERANCE POLICY ON THEFT, DESTRUCTION OF COMPANY PROPERTY

AND VANDALISM
Wilful damage, improper use, theft of Company equipment including items on Company
property is a terminable offense.
To maintain the professional and clean appearance of our facilities, any form of vandalism
will be construed as wilful disobedience and will be considered as a grave offense which
may lead to termination
INTERNET USAGE
The usage of Company facilities shall be limited to official functions. Downloading and
usage of unauthorized software is prohibited (e.g. mywebsearch, YM, MSN Messenger, any
game). Surfing the internet for non-business related websites (including but not limited to
social media sites, gaming/gambling sites, gaming/gambling sites, movie or video streaming)
and using a proxy is not allowed. You are also not allowed to go to sites which contain
pornographic, vulgar and offensive content. This is absolutely unacceptable and will result
to termination.
Note: Immediately inform your HR if you find any illegal software installed in the
workstation assigned to you.
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SMOKE-FREE WORKPLACE
QBE is a smoke-free workplace. You are not allowed to smoke inside company premises
including break rooms, rest rooms, the reception area and the lobby. This is considered a
grave offense and is terminable.
REPORTING FOR WORK / STAYING ON COMPANY PREMISES UNDER THE

INFLUENCE OF ALCOHOL
Reporting to work under the influence of alcohol or engaging in any activity during paid
time/wearing company ID/Logo, being around company premises or using company
facilities (e.g. pantry, training rooms) while under the influence of alcohol and drinking
alcohol on company property are strictly prohibited and shall result to termination. Under
the influence of alcohol is defined as level of alcohol content.
DRUG FREE POLICY

Drug use is highly detrimental to the safety and productivity of employees in the workplace.
Possession, selling, trading, offering for sale or use of prohibited or regulated drugs and/or
reporting to work under the influence of prohibited or regulated drugs are strictly
prohibited and shall result to termination.
QBE Seaboard enforces this policy pursuant with the policy of the State to promote drug
free workplaces and in compliance with Section 47 of Republic act No. 9165.
You are required to cooperate and comply with this policy for the betterment and
protection of your personal well being, that of your families, co-employees and society.
Strict compliance with this policy is made a condition for continued employment.
Refer to appendix for details of this policy
ANTI-SEXUAL HARRASMENT POLICY

The Company is committed to maintaining a professional environment in which all
individuals are treated with respect and dignity and free of sexual harassment. In keeping
with this commitment, the Company has zero-tolerance for any form of sexual harassment
of employees by anyone, including any supervisor, co-worker, vendor, client or customer,
whether in the workplace, at assignment outside the workplace, at Company-sponsored
social functions, or elsewhere. Such offense is subject to the provision and guidelines of the
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Philippine Republic Act Number 7877 or the “The Anti-Sexual Harassment Act” of 1995.
Violations under this policy would warrant termination
NON FRATERNIZATION POLICY

The Company desires to avoid misunderstandings, complaints of favouritism, possible claims
of sexual harassment, and other employee morale and dissention problems that may result
from certain personal relationship between employees, between employees and the
Company’s clients (or its employees), or between employees and any of the Company’s
vendors (or its employees)
Accordingly, employees are prohibited from fraternizing, becoming romantically involved, or

maintain other types of relationship with their co-employees, the company’s clients (or its
employees), or the Company’s vendors (or its employees) when such relationships have the
possibility of creating conflicts of interest, either actual or potential, causing disruption,
creating a negative or unprofessional work environment, presenting problems regarding
supervision, work performance, attitude, safety, security or morale, or causing such other
work-related problems.
Further, and without prejudice to the provisions of any applicable sexual harassment laws,
all employees are prohibited from initiating or maintain romantic relationship with any
person over whom he/she has professional supervision or moral ascendancy..
Acts Detrimental to the Company’s Operations
Absence without Official Leave (AWOL)

AWOL is defined as not showing up for work for 5 consecutive days without providing any
information of your whereabouts or signifying any intention to return to work to your
immediate superior. HRBP shall send a Return to Work Notice after two (2) consecutive no
call, no show occurrences. Failure on the employee’s part to return to work within the
specified time shall lead to termination.
Work Avoidance
Employees have been assigned specific work schedules and tasks. It is expected that they
will in their respective work stations within the specified work schedules performing their
tasks. Everyone is expected to adhere to such, including break periods. Not being in their
work stations or lingering around the Company’s premises with no valid reason and without
39
prior approval from their Supervisors, constitute a Written Warning. All employees are
expected to strictly adhere to their work hours.
Sleeping While at Work
All employees are expected to be “ready for work” while in the workplace. Sleeping during
office hours can greatly affect the company’s services to its clients.
Foul, Vulgar or Obscene Language
The Company will not tolerate Foul, Vulgar or Obscene languages in the office especially in
dealing with co-employees, clients and customers. Foul, vulgar or obscene language shall
constitute Termination and will be dealt with accordingly.
Rudeness to Customers
Rudeness can come in different forms such as raising the tone of voice, rudely/sarcastically
answering customer’s query, deliberately ignoring a customer and other similar behaviour
that do not conform to the company’s standard of behaviour. All of these acts are
considered detrimental to the business operations and will warrant termination.
Inappropriate Conversation
All employees are expected to converse with superiors, colleagues and clients in a
professional manner. Conversations such as divulging personal information, with sexual
innuendos, and side conversations with fellow employees are strictly prohibited. This will
be dealt with according and would warrant Suspension
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Unprofessional Behaviour
Inappropriate Conversation
QBE has set defined rules and regulations necessary for proper management of the
business. Employees must comply with all lawful orders, directives or instructions given by
Management. Acts the disregards and undermine the authority of Management and refusal
to obey legitimate or reasonable orders are considered unprofessional behaviour and would
warrant termination.
Disrespect Towards a Superior, Fellow Employee & External Parties
This shall constitute actions or statements in an embarrassing, discrediting manner to a

superior, fellow employee and other external parties the Company has dealing with through
bearing, gestures, language or other actions that are offensive and unacceptable within
Company premises. Credibility of the company and the employee should be protected at all
times through proper conduct and work behaviour. Violations under this provision
constitute Suspension.
Giving False Information about the Company or of its Employees
Any misinformation or release of false information about QBE and any of its employees is
strictly prohibited. This shall include but is not limited to, any act that may compromise the
image and reputation of the Company and its employees. Violations under this policy will
constitute Termination.
Rumor Mongering / Oral Defamation
The Company recognizes the right of employees to freedom of speech and self-expression
but draws the line between creating intrigues and spreading false information about the
Company, its products and services, clients and customers and employees. Any act of giving
out comments or stories that pertain to any of the ones mentioned above, that may affect
their reputation and can bring ridicule or contempt shall warrant a Written Warning
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CONFIDENTIAL INFORMATION
Company Information. The employee agrees at all times during the term of his
employment and thereafter, to hold in strictest confidence, and not use, except for the
benefit of the company, any Confidential Information of the Company. “Confidential
Information” means any Company proprietary information, technical data, trade secrets or
know-how, including, but not limited to research, product plans, products, services,
customer lists and customers (including, but not limited to, customers of the Company
called upon or with whom employee has become acquainted during the term of his
employment), markets, software, developments, inventions, processes, formulas,
technology, designs, drawings, engineering, hardware configuration information, marketing,
finances of their business information disclosed to employee by the Company either directly
or indirectly in writing, orally or by drawings or observation of part or equipment. It is
further understood that Confidential Information does not include any of the foregoing
items, which have become publicly known and made generally available through no
wrongful act of employee or of others who were under confidentiality obligations as to the
item or items involved.
Former Employer Information. The employee agrees that he will not, during his
employment with the Company, improperly use or disclose any proprietary information or
trade secrets of any former or concurrent employer or other person or entity and that he
will not bring onto the premises of the Company any unpublished document or proprietary
information belonging to any such employer, person or entity unless consented to in writing
by such employer, person or entity unless consented to in writing by such employer person
or entity. Failure to comply with the foregoing shall entitle the Company to mete the
appropriate penalty upon the employee
Third-Party Information. The employee recognizes that the Company has received and
in the future will receive from third parties their confidential or proprietary information
subject to a duty on the Company’s part to maintain the confidentiality of such information
and to use it only for certain limited purposes. Employee agrees to hold all such confidential
42
or proprietary information in the strictest confidence and not to disclose it to any person,
firm or corporation or to use it except as authorized and as necessary in carrying out one’s
work for the Company consistent with the Company’s agreement with such third party.
Note: Violation of the Confidentiality Guidelines is a grave violation and is a terminable

offense.
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External Communication and Social Media Guidelines
QBE has its own internal social media tools, blogs, wikis, profiles, etc. Content on internal
QBE tools is intended for internal audiences only and must never be distributed to people
outside of QBE unless specified that it may be shared.
As a publicly listed company, it is critical for the business that QBE is represented
consistently, appropriately and professionally at all times through various external
communication and social media. These include, but not limited to , print publications,
television, radio, online forums, notice boards, chat rooms, blogs, wikis, instant messaging,
websites and applications developed for sharing of user-generated content-be it written on
audio-based for the exchange of comments by individuals (e.g. Facebook, Linkedin, Twitter,
Youtube, Yammer).
When participating in social media, QBE expects employees to behave in an appropriate and
professional manner that demonstrates loyalty and commitment to the company.
Furthermore:
 You may be held personally responsible for any content you post or contributed to
social media sites, regardless of your intention. Please remember that your
obligation to keep QBE information confidential applies to any use of social media
during employment and after you leave QBE.
 Inappropriate postings that may include discriminatory remarks, harassment, and all
forms of threat of violence or other similar unethical and unlawful conduct will not
be tolerated
 Always be fair and courteous to fellow co-workers, customers, supplier or people
who work on behalf of QBE. Be mature, be ethical and think before you type.
 Maintain the confidentiality of QBE trade secrets and private information. Do not
post internal reports, policies and other internal business-related confidential
communications.
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 Refrain from activities that may damage the reputation of QBE in the community.
An employee should never imply that he/she is speaking on behalf of QBE or that the
opinion expressed is that of QBE and its authorized representatives.
 The use of company name and/or logo for personal gain or purpose is strictly
prohibited in social media.
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Corrective Action Procedures
In order to achieve and maintain efficient operational standards, it is essential that all
employees should comply with acceptable standards of conduct and behaviour. Disciplinary
regulations are laid down with the objective of protecting the best interests of the Company
and employees.
Types of Corrective Action
The Company applies the following procedures for corrective action. It should be noted that
progressive discipline may start at any one of the stages outlined below, depending on the
severity of the infraction, offense or performance problem, as well as other factors.
Management reserves the right to reduce or elevate the penalty depending on the severity
or gravity of the violation committed and/or the number of times the specific violation has
been committed.
Verbal Warning
Verbal Warnings are used when a minor breach of performance or employee conduct has
occurred. The verbal warning is given to coach an erring employee to improve performance
or to conduct themselves properly.
Written Warning
Written Warnings are used when a serious offense or misconduct has occurred, or when it is
a progression from a Verbal Warning. These are stern reminders and cautionary devices for
erring employees to improve performance or behaviour to acceptable levels. Unless
otherwise, specified, repetition of the same violation within a 90-day period will result to a
Final Warning.
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Final Warning
Final Warnings are used when a more serious offense or major misconduct has occurred, or
when it is a progression from a Written Warning. These are documented admonitions or
forewarnings that continued lapses in performance or unacceptable behaviour will no
longer be tolerated and may result in termination of employment. Unless otherwise
specified, repetition of the same violation within a 90-day period will result to either
Suspension or Termination of Employment.
Suspension of Employment (Corrective Suspension)
Suspensions are meted out for grave offenses as a result of a formal investigation by a
committee through the analysis of relevant documents presented and/or interviews of the
concerned employee and witnesses to the incident, if any. Suspension is also resorted to
when the violation is a progression from a Final Warning, often for Attendance or
Performance-related violations.
During a suspension, the employee is ordered not to report for work for a specified period
without any compensation. It will not affect the employment status of the concerned
employee. The minimum suspension period will be ten (10) working days, equivalent to 1
pay-out. The maximum is 30 days. A 30-day suspension can be resorted to if the
suspension is a result of a “downgrading” of penalty from termination.
Further repetition of the same offense within a 90-day period may result in separation from
the Company.
The reckoning date for suspensions shall be the date the decision was made or agreed upon
by the panel or HR even if it has not yet been served to the employee concerned.
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Reporting a Misconduct
On receiving misconduct, the company will:
 Ensure that no personal disadvantage will occur to any employee who reports such
misconduct which they reasonably believe to be illegal or contrary to QBE
Guidelines.
 Validate the report on misconduct
The following are behaviours, if seen, are to be reported to HR:
 Misappropriation of company’s funds, including premiums collected;

 Receiving kickbacks/money in return for favours from intermediaries, suppliers,
consultants, etc.;
 Fraudulently disposing assets of company without proper authorization, including
salvage disposals;
 Colluding with others to cheat the company;
 Forging documents or signatures, including those of clients, intermediaries or staff
 Engaging in illegal activities (including illegal drug use, threatened violence against
another person);
 Unethical conduct (including sexual harassment);
 Any other conduct which may be detrimental to the interests of QBE Philippines.
The following procedures are to be followed when reporting a case:
1. Employee who has a reportable incident should submit a written report to the
Country Manager or the CEO Asia pacific where appropriate
2. The report should include full details of the alleged misconduct and any relevant
documents.
3. If the employee has any concerns about his/her treatment as a result of making a
report, he/she should contact the local HR Manager or Regional HR Manager where
appropriate.
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The Investigation Committee will follow the following investigation procedure:
 Conducts a proper investigation of the alleged Reportable Misconduct

 Handles all related documentation confidentially, taking care not to divulge sensitive
information inappropriately
 Observes the local law & regulation to ensure a fair and reasonable determination of
conduct and parties involved in the incident
 Inform all parties of resolution as appropriate
 Inform the Regional HR manager of the incident reported as appropriate
Termination of Employment
The Company may decide to terminate employment for any of the following reasons:
1. Repeated violation or committing a grave offense
2. Continued unacceptable attendance or performance that has been brought to the

employee’s attention via appropriate stages of progressive discipline.
3. Behaviour that is deemed not to be in the best interest of the Company or its
employees.
All employees who are subject for termination shall be afforded ample opportunity to be
heard and defend themselves in accordance with the company regulations through a formal
investigation by the Investigating Committee.
Appeal Process
1. An appeal may only be entertained in cases where the penalty is termination.
2. The employee must secure a written endorsement from his/her immediate superior
before submitting a written appeal to the HRBP.
3. The HRBP will convene the investigating committee. The written appeal will be
discussed. The investigating committee has the option to call the employee and
other concerned employees in order to verify the statement included in the written
appeal. The investigating committee will then submit it finding to the Immediate
Supervisor and to the Senior HR Business Partner.
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Appendix A: Flex Working Policy
QBE recognizes and supports flexible work arrangement as a means to facilitate a supportive and
productive work environment that is responsive to the changing professional and personal needs of
today’s workforce. The local Flexible Work Policy is patterned from the Asia Pacific Work Policy,
based on QBE Global Flexible Work Principles, provides employees with alternative work options for
where and/or when they do business in order to allow employees to achieve personal and
professional balance while continuing to meet the needs of the business and our customers. This
section briefly describes the policy and its guidelines to better manage their professional and personal
lives.
Eligibility
This policy applies to all permanent and probationary employees of QBE Seaboard Insurance
Philippines. This policy does not apply to contractors, agency personnel and consultants.
Procedures and Guidelines for Flex time Arrangements
1. The company adopts a “Flex” time while ensuring availability of most of most of the employees
during the peak core business hours during the week.
2. The official or core business hours if is from 8:30 am to 5:30pm.
3. Employees are expected to render eight (8) hours a day, forty (40) hours of work a week from
Mondays through Fridays.
4. Specifically, flexitime is defined as reporting to the office between 7:30am – 9:00am, and can
leave the office between 4:30pm – 6:00pm
5. Majority of the employees are expected to be in their work areas during the peak core hours of
8:30am – 5:30pm
6. Employees arriving the office after 9am are considered tardy.
7. Managers of each division must take responsibility over their direct reports attendance and
ensure that most of their direct reports are present during the core business hours.
8. If this policy is found abused, the Management of QBE Seaboard may withdraw the “Flex
Time” arrangement at any given time.
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Appendix B: Drug-Free Policy
DRUG FREE POLICY
1. Possession, selling, trading, offering for sale or use of prohibited or regulated drugs
and/or reporting to work under the influence of prohibited or regulated drugs are
violations of the Company’s Policy “War against Drugs.”
2. Pursuant to the requirement of RA 9165 and DOLE DO-53, the Company shall
implement a Random Drug Testing Program. Refusal to submit to drug testing will
be considered an act of insubordination and shall be penalized with termination of
employment.
3. Any employee who voluntarily discloses his/her drug-related problem(s) to the

Senior HR Business Partner or is tested positive for drugs shall immediately be put
under preventive suspension and required to undergo drug testing within twenty-
four (24) hours.
3.1 The employee must undergo rehabilitation in a medical center accredited by the
Department of Health and jointly selected by the Company and the concerned
employee within 7 working days from receipt of voluntary disclosure. The cost
of the rehabilitation will be 100% shouldered by the employee.
3.2 The allowable maximum rehabilitation period is 3 months from start of rehab -
- within which the employee must be certified drug free and fit to work. Failure
of the employee to secure such certification within a 3-month period will
constrain the Company to terminate the employee’s services. While the
Company agrees to support the employee’s rehab by allowing the employee to
go on leave without pay, the Company has determined that the employee’s
absence in excess of a 3-month period will unfavourably impact its operations.
4. Instances for Compulsory Drug Testing. The Company, in addition to the random
drug-testing program, may require the compulsory submission of employees to drug
testing on the following instances:
a. Violation of any Company Policy that may be related to drug use
b. Involvement in any violent or physical altercation; and
c. Other similar incidences that may indicate drug abuse problem.
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5. Two Testing Methods. The drug-testing program will conform to the requirement of
the Department of Health. The program will employ two (2) testing methods
namely: the Screening and Confirmatory Test of urine sample. The company will
secure the services of a DOH-Accredited Class A Laboratory to perform these
procedures.
6. Right of Employee to Challenge Test Result. The concerned employee may challenge
the result of the Confirmatory Test within ten (10) days after release of drug test
results. Failure on the part of the employee to challenge the Confirmatory Test
within the period shall constitute as an admission of drug use.
7. Right of Company to Inspect Employees or Visitors. The Company reserves the right
to inspect, search or examine all persons entering the Company premises for
possible possession of prohibited or regulated drugs. Any person who refuses to
submit for inspection or examination will be denied access to the company premises
and administratively dealt with. Lockers, pedestals and tables are deemed Company
properties and may be inspected upon order, provided that it is done in the
presence of the employee involved.
8. Prosecution of Drug-Related Cases. As a responsible Corporate Entity, the Company

will pro-actively support prosecution of criminal cases involving illegal drugs
regardless whether the accused is an employee or not as long as the incident is
committed within the Company premises. Any dangerous drugs, instrument,
apparatus, materials or appliances intended or designed for use, manufacture or
production of dangerous drugs seized or confiscated from any person within the
Company premises will be turned over to the proper authority.
Guidelines for Drug Testing in the Office
1. All employees including expatriates of the Company will be subject to random drug
testing.
2. Drug testing via urine specimen collection will be conducted by a Department of

Health (DOH) accredited laboratory. The collection will be done within the Company
premises to ensure that employees are not exposed to hazards or inconvenience
beyond what is needed to complete the drug testing session. However, the
Company may at any time, require an employee classified under item 4 of the Drug
Policy to undergo drug testing in a nearby laboratory or hospital.
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3. Drug testing may be administered at any time during the year. Only the HR
Director/Managers will set and know the schedule of the drug testing session/s. The
Senior HR Business Partner / Managers, with the assistance of the Facilities Manager,
will determine the logistics in the conduct of the drug testing sessions.
4. Depending on the drug-testing schedule, the Company may require all employees
present in a given shift to undergo the urine specimen collection at one particular
schedule. Or the Company may do random selection of employees to be drug-
tested.
5. Once an employee is required or selected to be drug tested, the employee will be

pulled out from work and escorted to the drug testing area set up within the office
premises. The employee will not be allowed to leave the office premises until
he/she has provided his/her urine specimen to the duly authorized collectors.
6. In case one of the employees is on day off, etc. another name will be drawn. The
employee initially selected, but not present, will still be required to undergo drug
testing, but on another schedule.
7. An employee who refuses to undergo drug testing at a prescribed time and date will
be subject for termination as stipulated in Republic Act 9165 and the QBE Employee
Manual. Also, the employee should strictly adhere to the Standard Operating
Procedure (SOP) for drug-testing, as prescribed by the company and the Drug Testing
Center.
8. If an employee is found positive on the initial screening, there is a need for a

confirmatory testing. Confirmatory testing will be done on the same sample
provided by the employee. If after the 2nd testing the employee is found positive,
the employee will immediately be required to undergo rehabilitation within 7 days
from confirmation. Refer to item 3 of this provision for the allowable rehab period.
9. Results of the drug test will be given to employees concerned in individually sealed
envelopes.
10. QBE Seaboard Insurance Philippines, Inc. will maintain the confidentiality of all
information relating to drug tests or to the identification of drug users in the work
place. Exceptions may be made as required by legal authorities.
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Republic Act 9165, known as the Comprehensive Dangerous Drugs Act of 2002, declares the
State Policy against Drugs:
Section 2. It is the policy of the State to safeguard the integrity of its territory and the well
being of its citizenry particularly the youth, from the harmful effects of dangerous drugs on
their physical and mental well-being, and to defend the same against acts of omissions
detrimental to their development and preservation. In view of the foregoing, the State
needs to enhance further the efficacy of the law against dangerous drugs, it being one of
today’s more serious social ills.”
Toward this end, the government will pursue an intensive and unrelenting campaign against
the trafficking and use of dangerous drugs and other similar substances through an
integrated system of planning, implementation and enforcement of anti-drug abuse policies,
programs, and projects. The government however aims to achieve a balance in the national
drug control program so that people with legitimate medical needs are not prevented from
being treated with adequate amounts of appropriate medications, which includes the use of
dangerous drugs.
Department Order No. 53-03 of the Department of Labor and Employment provides for the
mandatory adoption of an internal Company Policy for the purpose of ensuring a safe,
healthy and drug free workplace:
“Section B. 1. It will be mandatory for all private establishments employing ten (10) or more
workers to formulate and implement drug abuse prevention and control programs in the
workplace, including the formulation and adoption of company policies against dangerous
drug use.
Section D. (b) Drug Testing for Officers and Employees
1. Employers will require their officials and employees to undergo a random drug test
in accordance with the company’s work rules and regulations for purposes of
reducing the risk in the workplace. Strict confidentiality will be observed with regard
to screening and the screening results.”
QBE Seaboard Inc. strongly supports this State Policy. Accordingly, Management hereby
incorporates, as part of the Company Rules and Regulations, the “War Against Drugs” Policy,
in compliance with the directive of Department of Labor and Employment.
54
Appendix C: Anti Sexual Harassment Policy
Introduction
In general, sexual harassment pertains to verbal or physical conduct by any individual, such
as a manager, supervisor, rank-and-file employee, that creates an intimidating, offensive, or
hostile work environment. It includes the act of (a) demanding, (b) requesting or (c)
otherwise requiring sexual favors from a person who is under the authority, influence or
moral ascendancy of the person demanding, requesting or requiring the sexual favor.
In compliance with Republic Act No. 7877, the following Rules and Regulations (“Rules”)
governing the prevention of sexual harassment and outlining the procedure for the
resolution, settlement and/or disposition of sexual harassment cases, as well as prescribing
the proper decorum in the workplace for officials and employees of the Company, are
hereby issued.
Definition of Terms
a) “Applicant” refers to a person seeking employment in the Company

b) “Committee” refers to the Committee on Decorum and Investigation.
c) “Company” refers to the Philippine branch of QBE Group Shared Services Limited
d) “Employee” refers to any person in the service of the Company and who receives
compensation for such service.
e) “Employment or training environment” refers to the working environment or
anywhere else a worker is required to be at as a result of employment
responsibilities or employment relationship.
f) “Officer” refers to a person employed by the Company who acting for and in behalf
of the Company lays down and executes management policies and has the power to
hire, transfer, suspend, lay-off, recall, discharge, assign or discipline employees. In
the Company, this refers to the management team.
g) “Rank-and-File Employee” refers to one not falling within the definitions of officers
and supervisory employees.
h) “Sexual” refers to anything that relates to the sphere of behaviour associated with
libidinal gratification or the satisfaction of lustful desires or strivings. It also includes
behaviour pertaining to, affecting, or characteristic of sex, the sexes, or the sex
organs and their functions, implying, or symbolizing erotic desires or activities.
55
Appendix C: Anti Sexual Harassment Policy
i) “Supervisory Employee/Supervisor” refers to one who, in the interest of the

employer, effectively recommends managerial actions such as hiring, transferring,
suspending, laying-off, recalling, discharging, assigning or disciplining employees if
the exercise of such authority is not merely routinary or clerical in nature but
requires the use of independent judgment. In the Company, this refers to Team
Leaders, Supervisors, Managers and Directors.
j) (“Victim” refers to any managerial, supervisory or rank and file employee or any
applicant for employment or any other non-employee who has official business with
the Company against whom acts of sexual harassment may be committed.
k) “Uninvited/Unwelcome” refers to anything that is not sought for or solicited
voluntarily by the subject of the act.
Coverage
1. Officers, supervisors and rank and file employees
These Rules shall apply to any officer, supervisory and rank and file employee of the
Company, who is charged with having or who claims to have been sexually harassed in
the employment or training environment or in relation to his/her employment in the
Company, regardless of whether such employee is holding positions under regular,
casual, project, fixed term or probationary status.
Sexual harassment under these Rules is not limited to cases involving abuse of authority
or power but includes as well those in peer relationships, such as officer-officer,
supervisor-supervisor, or rank and file employee and another rank and file employee. It
also contemplates cases of harassment involving persons of the same or opposite sex.
2. Applicants and others
These Rules shall also cover applicants for employment in the Company, as well as any
non-employee who has official business with the Company, against whom acts of sexual
harassment may be committed by officers, supervisors or rank and file employees of the
Company.
Persons Liable
1. Sexual harassment is committed by any
• Officer,
• Supervisor, or
• Rank and file employee
56
Appendix C: Anti Sexual Harrasment Policy
2. Other persons liable
Any Company officer, supervisor or rank and file employee who directs or induces
another to commit any act of sexual harassment as defined under Section I of these
Rules or who cooperates in the commission thereof by another, without which it would
not have been committed, shall also be liable for sexual harassment.
When Committed
a) a sexual favor is made as a condition for hiring, re-employment or continued

employment or in granting favourable compensation, promotions or privileges, and
other terms and conditions of employment, or
b) the refusal to grant sexual favor, demand, request or requirement results in limiting,
segregating or classifying the victim which in any way would discriminate against,
deprive or diminish the victim of employment opportunities or otherwise adversely
affect said victim, or
c) the above acts would violate or impair the victim’s rights or privileges under existing
labor laws, or
d) the above acts or other acts of a sexual nature would result in an intimidating, hostile or
offensive environment for the victim.
Where Committed
Sexual harassment may be committed in any employment or training environment. It may

include but is not limited to the following:
 within or outside the Company premises;

 at employment or training-related social functions;
 in the course of work assignment outside the Company premises;
 at employment-related conferences, studies or training sessions; or
 during employment-related travel.
Forms of Sexual Harassment
Sexual harassment may take many forms. It may be subtle and indirect or blatant or overt. It
may be physical, verbal or visual in nature.
57
Sexual harassment may take the form of, but is not limited to, the following acts:
 obscene phone call during and outside working hours

 taunting with constant talk of sex or sexual innuendoes when the same is
unwelcome
 persistent telling of smutty jokes to the victim who has indicated that he/she
finds them offensive
 displaying offensive or sexual pictures, publications or objects in the workplace
 unwelcome asking of intimate questions on the victim’s sexual activities
 making offensive hand or body gestures at the victim
 staring, leering, whistling
 graphic commentary about an individual’s body, sexual prowess or sexual
deficiencies
 other analogous acts, verbal or non-verbal, which has for its purpose the sexual
gratification of the offender and which is generally annoying, disgusting or
offensive to the victim
 unwelcome pinching or touching of less-sensitive parts of the victim’s body or
unwelcome or improper gestures of affection
 unnecessary brushing up against the victim’s body
 requesting for dates or favors in exchange for a job, favourable working
conditions or assignments or under the threat of discrimination or deprivation of
employment opportunities
 Voyeurism
 exhibitionism (showing of genitals)
 other analogous acts of a sexual nature, verbal or non-verbal which is generally
annoying, disgusting or offensive to the victim
 touching a victim on the sensitive parts of his/her body
 threats of a sexual nature
 actual sexual assault
 other unwelcome overt sexual advances or analogous act or conduct of a sexual
nature or for purpose of sexual gratification which is generally annoying,
disgusting or offensive to the victim.
58
Committee on Decorum and Investigation (“Committee”)
1. Composition of Committee
The Committee shall be composed of the following:
 Managerial Employee - Chairperson

 One Supervisory Employee - Member
 One Rank and File Employee – Member
2. Functions
The Committee shall have the following functions:
a) receive complaints of, investigate and hear sexual harassment cases, and prepare
and submit reports with recommendations to the HR Director and General Manager
of the Company regarding the resolution of the complaint;
b) conduct meetings, orientations, and/or seminars with officers and employees to
increase understanding and prevent incidents of sexual harassment;
c) with the approval of the management, from time to time, revise and/or alter any of
these Rules, in the form of memoranda/circulars, if any of the portion or provision is
declared void or unconstitutional and/or as the need arises;
d) develop rules in the settlement of sexual harassment complaints, taking into
consideration confidentiality and respect to privacy;
e) ensure that no complainant shall be subjected to further harassment or retaliation
by the person alleged to have committed acts of sexual harassment.
f) sexual harassment shall inhibit himself/herself from participating in the
g) deliberations of the Committee.
h) A member of the Committee who shall be related by consanguinity or affinity to any

complainant or respondent in a sexual harassment complaint shall inhibit himself/
herself from the proceedings relating to that case. Any vacancy in the Committee
shall be filled by senior management.
59
3. Confidentiality
All the members of the Committee shall commit to observe confidentiality with regard to all
matters relative to and arising out of their duties and functions in the course of investigating
sexual harassment cases. Each member of the Committee shall undertake in writing to keep
in strict confidentiality the names of the persons and the circumstances surrounding sexual
harassment cases investigated by the Committee. A breach of confidentiality committed by
any member of the Committee will be deemed a breach of his/her employment contract
with the Company and a ground for his/her termination from employment with the
Company.
Procedure
1. Complaint
a) The complainant shall file his/her complaint personally with the HR team within six
(6) months from the time the alleged act of sexual harassment was committed.
b) No particular form is required but the complaint must be in writing, signed and
sworn to by the complaint.
c) It must contain the following:
 the full name, position title and address of the complainant;

 the full name, position title and address of the respondent;
 a specification of the charge or charges (date, time, place, how it happened,
involvement of other people, witnesses);
 a brief statement of the relevant and material facts.
Where the complaint is not under oath, the complainant shall be summoned by the
Committee to swear to the truth of the allegations in the complaint.
d) In support of the complaint, the complainant shall submit any evidence he/ she has,
including affidavits of witnesses, if any, together with the complaint.
e) Where the complaint is vague or too general, the Committee may require the
complainant to specify the acts complained of as sexual harassment in writing within
five (5) working days from receipt of the notice, otherwise, the complaint shall be
dismissed.
60
f) The Committee shall furnish each respondent with a copy of the complaint and
require the respondent to file his/her answer to the complaint within ten (10)
working days from the receipt of the complaint.
g) A withdrawal of the complaint made or filed at any stage of the proceedings shall
not preclude the Committee from proceeding with the investigation of the case.
2. Answer
a) The respondent shall file his/her answer to the complaint within the prescribed
period, from the receipt of the complaint.
b) The answer shall be in writing, signed and sworn to by the respondent and copy
furnished the complainant. No particular form is required but it is sufficient if the
answer contains a specific admission or denial of the charge or charges and a
statement of the relevant facts constituting the respondent’s defense.
c) The respondent shall indicate in his/her answer whether or not he/she elects a
formal investigation.
d) In support of the answer, the respondent shall submit any evidence he/she has
including affidavits of witnesses, if any, together with the answer.
e) The answer must be filed personally with any member of the Committee.
f) Unless otherwise directed by the Committee, failure of the respondent to file an

answer or to appear in the investigation shall be construed as a waiver to present
evidence in his/her behalf. On the basis of evidence and pleadings submitted the
Committee shall resolve the case.
3. Reply
The complainant may file a reply to the respondent’s answer within ten (10) working
days from receipt of the answer.
4. Preventive Suspension
The head of the Human Resources Department may impose preventive suspension on
any officer or employee who is the subject of a sexual harassment complaint for not
more than thirty (30) working days pending the resolution of the complaint, if the
Committee recommends the preventive suspension because there are strong reasons to
61
believe that the said officer or employee poses serious and imminent threat to the life of
other officers or employees in the Company or to the properties of the Company.
When the case against the officer or employee under preventive suspension is not finally
decided within a period of thirty (30) working days after the date of suspension, he/she
shall be automatically reinstated. Provided, that when the delay in the disposition of the
case is due to the fault, negligence or petition of the said officer or employee, the period
of the delay shall not be counted in computing the period of suspension.
5. Hearing
a) After all the written explanation letters have been submitted, the Committee may
conduct a hearing within thirty (30) working days from the filing of the charges.
However, the Committee may extend the period of hearing if it deems necessary.
b) The parties and their respective witnesses shall be notified of the scheduled hearing
before the date thereof, specifying the time, date and place of hearing.
c) Either party may require the attendance of witnesses and the production of
documentary evidence in his/her favor through the compulsory process of subpoena
or subpoena duces tecum.
d) No postponement shall be granted except in meritorious cases.
e) All documentary evidence shall be admitted for whatever value they may have and
shall be attached to the record of the case.
6. Decision
Within thirty (30) calendar days from the last hearing date, the Committee shall issue its
recommendations with regard to the resolution of the case.
The Committee shall submit its recommendations to the HR Director and General
Manager.
Within five (5) working days from receipt of the Committee recommendation, the HR
Director and General Manager shall issue a decision based on the findings and
recommendations of the Committee.
62
The decision of the HR and General Manager shall be final and executor immediately
after receipt of the copy thereof by the parties unless a motion for reconsideration is
filed with the President.
7. Motion for Reconsideration
The aggrieved party may file an appeal within ten (10) working days from the receipt of
the copy of the decision based on any of the following grounds:
 new evidence has been discovered which materially affects the decision;
 The decision is not supported by the evidence on record; or
 errors of law or misappreciation of facts.
8. Malicious Complaint
If a complaint for sexual harassment is found by the Committee to have been filed
maliciously or solely for the purpose of deliberately damaging the reputation of the
respondent, the complainant in bad faith shall be subject to disciplinary action which
may include his/her termination from employment.
Administrative Sanction
Sexual harassment amounts to disgraceful, immoral and grave misconduct. Please refer
to Appendix “A-1” for an enumeration of these acts. This enumeration is not exhaustive
and is merely illustrative of acts of sexual harassment.
Such conduct may be punished as follows:
The Company shall not be limited to the above sanctions and may increase, add to, or
change the above-prescribed penalties as it deems proper based on the circumstances
surrounding the commission of the sexual harassment act or acts.
63
Two (2) cases of sexual harassment that happened on the same day will be treated as
two (2) separate cases.
Administrative sanctions shall not be a bar to prosecution in the proper courts for
unlawful acts of sexual harassment.
Appendix “A-1”
MINOR OFFENSES
1. Obscene phone call during and outside working hours

2. Taunting with constant talk of sex or sexual innuendos when the same is unwelcome
3. Persistent telling of smutty jokes to the victim who has indicated that he/she finds
them offensive
4. Calling the victim inappropriate terms such as “baby”, “doll”, “sweetie”, “honey” and
other similar terms of endearment
5. Displaying offensive or sexual pictures, cartoons, posters, photographs, computer
programs, publications or objects in the workplace
6. Unwelcome asking of intimate questions on the victim’s sexual activities
7. Making offensive hand or body gestures at the victim
8. Staring, leering or whistling
9. Graphic commentary about an individual’s body, sexual prowess or sexual
deficiencies
10. Other analogous acts, verbal or non-verbal, which has for its purpose the sexual
gratification of the offender and which is generally annoying, disgusting or offensive
to the victim
64
SERIOUS OFFENSES
1. Unwelcome pinching or touching of less-sensitive parts of the victim’s body or

unwelcome or improper gestures of affection
2. Unnecessary brushing up against the victim’s body
3. Requesting for dates or favors in exchange for a job, favourable working conditions
or assignments or under the threat of discrimination or deprivation of employment
4. Using sexually degrading words to describe the victim
5. Sending suggestive or obscene letters, notes or invitations
6. Voyeurism
7. Other analogous acts, verbal or non-verbal, which has for its purpose the sexual
gratification of the offender and which is generally annoying, disgusting or offensive
to the victim
MOST SERIOUS OFFENSES
1. Exhibitionism (showing of genitals, etc.)

2. Touching a victim on the sensitive parts of his/her body
3. Threats of a sexual nature
4. Actual sexual assault
5. Other unwelcome overt sexual advances, unwanted sexual propositions and
suggestions, or analogous acts or conduct of a sexual nature or for purpose of sexual
gratification which is generally annoying, disgusting or offensive to the victim
65
Appendix D: Classes of Offenses and Corrective Action
Corrective Action Matrix
CORRECTIVE ACTION
CLASS OF OFFENSES
Coaching /
Written Warning Final Warning Termination
Verbal Warning
CLASS A - Minor Offenses 1st Occurrence 2nd Occurrence 3rd Occurrence 4th Occurrence
CLASS B - Major Offenses 1st Occurrence 2nd Occurrence 3rd Occurrence
CLASS C - Grave Offenses* 1st Occurrence 2nd Occurrence
66
CLASS A – MINOR OFFENSES

Starts with Coaching and/or Verbal Warning
1ST 2nd 3rd 4th
Occurrence Occurrence Occurrence Occurrence
Verbal Warning Written Warning Final Warning Termination
Tardy for at least five times in a calendar month and/or accumulation of two hundred forty
(240) minutes in a calendar month.
Failed to file leaves within a prescribed period of time
Abuse of prescribed work periods
Going or lingering around an area where the employee has no legitimate business during
the core business hours.
Failure to follow safe work practices
Improper use of appliances and equipments
Failure to wear company identification and security badge within company premises
Littering within company premises
Failure to follow the dress code policy
Wearing of indecent attire in company sponsored event and functions
Prolonged entertaining of visitors for personal reasons during work hours
Disorderly conduct or horseplay during working hours or inside the company
Disturbing another employee who is engaged with the customer
Failure to meet performance standards specific to the function
67
CLASS B– MINOR OFFENSES

Starts with Coaching and/or Verbal Warning
1st 2nd 3rd
Occurrence Occurrence Occurrence
Written Warning Final Warning Termination
Sleeping during office hours
Performing unauthorized or unofficial work during office hours
Refusing to render holiday / overtime work when work requires
Destruction of Company property
Charging overtime work for more than what was actually rendered or for work, which is not
considered as overtime
Failure to report 24 hours any violation of the code of discipline that an employee has
witnessed especially those violations that gravely impacts the operations and reputation of
the company, or comprises the lives and general well being of employees to name a few.
Altered, changed or tampered with any information and equipment owned by QBE
Any acts of insubordination
Abusive use of company materials and supplies i.e. stationary, supplies, etc.
Distribution of unauthorized written printed matters in the company without prior
authorization
Malingering or pretending to be ill to escape work.
Failure of a Manager to act on an infraction against the code of conduct by an employee
under his supervision
Refusal to cooperation with officers and colleagues
Refusal to accept work
Refusal to leave place of work or the premises when required to do so by a company office
who is acting within his/her authority
Consistently failing to meet performance standards specific to the function
Violation of the Non-Fraternization Policy
Abuse of authority, status, power, or discretion
Soliciting money, gifts or commission from co-employees
Engaging money-lending business within company premises
Failure to provide a medical certificate due to sickness when required
Excessive personal use of company property and equipment
68
CLASS B– MINOR OFFENSES

st
1 Occurrence Warrants Final Warning (Depending on the gravity of the offense and its
consequence, this may directly escalate to a Termination even on 1st occurrence)
Loss of trust and confidence
Commission of a crime or offense against a company or its representatives
Violation of the Anti-Sexual Harassment Policy
Violation of the Drug-Free Policy
Violation of Intellectual Property Rights
Violation of Confidentiality of Privacy Policy
Conduct unbecoming of an officer or representative of the company (e.g. colluding to
commit an infraction or fraud with subordinates, intoxication
Unethical acts or unprofessional behaviour
Grave misconduct
Conflict of interest
Failure to meet Performance Improvement Plan targets
Neglect of duty
Negligence or carelessness resulting in damages to Company or personal property or
personal injury
Violation of the Social Media Policy
Consistent violation of the attendance policy
Showing or exhibiting of pornographic materials or literature within company premises
Gambling in any form within company premises
Violation of the IT policy
Absence without official leave (AWOL)
69

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QBE SEABOARD INSURANCE PHILIPPINES, INC.

Version 1 May 2014

Owner Maria Clarinda D. Caparas – Senior HR Business Partner

Review QSIP Management Committee August 2014

Effectivity Date September 2014

Frequency of Review Annually

This handbook is subject to annual review. Should amendments deemed necessary to

OUR PRODUCT LINES

 Fire and Allied Lines

 Social Security System - Monthly /Employee contributions, Sickness Benefit,

 HDMF – Monthly Employer / Employee contributions, Salary loans, Housing Loans,

 Philhealth - Monthly Employer /employee contributions, Hospitalization subsidy,

 Statutory Monetary Benefits

o 13th Month Pay

o Solo Parent Leave

Your Bonus Opportunity is a % of your Annual Base Salary

Roles@BE Level Target Opportunity Maximum Opportunity

Definition and Computation

Premium Pay for Regular Holidays - 200% of the premium rate

Overtime Work on Regular Work Day - 125% of the premium rate

A. Paid Time Off – Vacation Leave

Date of Hire: February 1, 2013 (within cut-off of February 15th)

Date of Hire: February 18, 2013 (beyond cut-off of February 15th)

a. Vacation leaves of employees may only be availed upon regularization of

e. No leave of any kind may be used to offset day/s of suspension.

B. Paid Time Off – Sick Leave

Date of Hire: February 1, 2013 (within cut-off of February 15th)

Date of Hire: February 18, 2013 (beyond cut-off of February 15th)

b. An employee who misses work due to sickness or due to an emergency is required to

Advance Use of Leave Credits

Leaves for Life Changing Events

 Paternity Leave (paid by the company)

 Solo Parent leave – (paid by the company)

- This is in addition to existing leaves and shall be for 7 calendar days

A solo parent employee shall be entitled to the parent if:

b. Employer should be notified with a reasonable period of time.

c. Employee should present a Solo Parent Identification Card, which may be

This is granted to an individual who is left along with the responsibility of

- Bereavement Leave is 5 calendars days which is on top of the number of leaves.

This is pursuant to Section 21 (B) of the Implementing Rules and Regulations of

CLASS MAXIMUM BENEFIT LIMIT

a. Hospital Confinement Services

c. Preventive Health Care

o Wellness Program and Counselling

Group Life Insurance & Accident Cover

a. Temporary and permanent disablement

PERFORMANCE MANAGEMENT PROCESS (PMP)

 Performance objectives and goals

Each year, an employee and their manager should have:

 A meeting to set that year’s objectives and development goals

LEARNING AND DEVELOPMENT

There will be opportunities for employees to continuously develop or upgrade their

External training activities are considered when knowledge or skill to be acquired or

Expectations for Successful Employment

RECRUITMENT AND SELECTION

Standard for Regularization

 Attendance and Punctuality