AREA VIII

PHYSICAL PLANT AN D FACILITIES

EE N/
PA RA ME TER H: FOOD SERVICES/ CA NT
CAFETERIA
IMP LEM EN TA TIO N

1.4. Cleanliness and ord erli nes s are

enf orc ed.
 AREA VIII
PHYSICAL PLANT AND FACILITIES

PARAMETER H: FOOD SERVICES/ CANTEEN/

CAFETERIA
IMPLEMENTATION

1.5. The food services are prompt.

 AREA VIII
PHYSICAL PLANT AND FACILITIES

PARAMETER H: FOOD SERVICES/ CANTEEN/

CAFETERIA
OUTCOMES

0.1. The Canteen / Cafeteria / Food

Center is well-patronized.
 AREA VIII
PHYSICAL PLANT AND FACILITIES

PARAMETER H: FOOD SERVICES/ CANTEEN/

CAFETERIA
OUTCOMES

0.2. The food services generate income

for the institution.
 TARL AC STATE UNIVERSITY
MULTIPURPOSE COOPERATIVE
 TSU Multipurpose Cooperative

WELCOME

In behalf of the TSU Multipurpose Cooperativ

e General Assembly and
Officers, I would like to welcome you to our coope
rative.
It has been and shall always be our goal
to serve the members with
excellence and integrity. For that, we say thank
you.
To those of you who have recently joined us,
we welcome you with fervent
prayers and high hope . May your stay with us
be a relentlessly prolific and
challenging experience . This handbook is desig
ned to familiarize you with the
policies and procedures of the cooperative .

To those who have been with the cooperative

for the past few years, we
recognize you. Your unconditional concern and
valuable contributions have
enabled the cooperative to grow and prosp
er beyond limitations . This
handbook clarifies. and further defines our
policies and reconfirms our
commitment to all of our employees .
<,
The TSU Multipurpose Cooperative is an entity
that specializes in Credit and
Trading services to members and the community
as a whole . Since 1993, we
have evolved into a dynamic cooperative, earnin
g such distinctive honors as
"Gawad Agila Award " and "Rotary Club Best Prima
ry Non-Agri Multipurpose
Cooperative" .

All is possible with the best people. With them

being dedicated and united as
a team , all else will follow . Everything will be achie
ved .
.'\gain , we are glad to welcome you to the TSU
Multipurpose Cooperative
team . We hope that you will find your duties
to be both challenging and
rewarding. Your position , whatever it may be,
will play a crucial role in
realizing our company goals and ultimately, yours
.

ARV! MARIE S. CALONZO

General Manager

I .

I\ I' a~ 1.:
TSU Multipurpose Cooperative

SLOGAN
"SERVING OTHERS, SERVING OURSELVES!"

VISIO N (Tanglaw)
The Tarlac State Univers~y.tM~lt i'- J:l trrpose Cooperative is a model
cooperative in the excellent delivery of services to uplift socio-economic
conditions of th_e members in particular and the community in general.

I' II I

2 l l'ag e
 TSU Multipurpose Cooperative

OUR MISSION
(Pagpapahalaga)
In light of the v1s1on of the Tarlac State University Multi-Purpose
Cooperative, it endeavors to promote the universal principles of cooperativism
along the following : effective and efficient delivery of quality servi ces: solidary
among members : and profitability.

OBJECTIVES
Q .
(Layunin) .
I J . •
The Tarlac State Uni versity Multi-Pdrpose Cooperative , aims to:

1. Continue to exert efforts to upgrade its operations and improve its

services .
2. Identify new services areas needed by members ,
3. Contribute to the ~ntrepreneurial activities of members.
4. Continue to educate its members and officers on the value of
cooperativism :
5. Explore and adopt appropriate and sustainable business activities: and
r 6. Reasonable share benefits of the cooperative with the larger
I·
community
)•'
''
i•
I•·
C
I
' 3IPag1:

p ,
TSU Multipurpose Cooperative

OUR COR E VALUES

People
We value our employees and recognize their contributions. We are
committed to provide a workplace that is professionally challenging
and personally rewarding.

Integrity
We insist on transparent and honest dealings with our employees ,
members, customers and other related entities . Honesty is the only
way to do with our business .

Members ' ,
We value our members and will treat their goals and objectives as our
own. We will provide the highest quality service and superior
performance constantly exceeding their expectations

Services
We will always go an extra mile to serve. Service is our business .

.; l l,

4\l' a gl'
 TSU Multipurpose Cooperative

EMPLOYMENT
. POLICIES

''

It
\ I
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SI Pa g e
TSU Multip urpose Coope rative

superior. If the said superior is the one being charge

d, the concern can be
directly channeled to the CEO. The cooperative
will conduct a fair and
impartial investigation as soon as possible. Inform
ation received about such
complaints will be handled in a responsible manner.

Harassment by non-employees in connection with

an employee's work may
also be a violation of this policy . Such violations shall
also be reported to the
immed iate superior.

After investigation , wherein the complaint is

proved to be valid , the
cooperative will take prompt corrective action to stop
the prohibited conduct,
rectify its effects , and prevent its reoccurrence . Appro
priate disciplinary action
will also be taken against offender based upon the
severity of the conduct, up
to and including termination of employment.

If an employee knowingly provides false inform

ation or makes a false
complaint , they will be subject to disciplinary action
, up to and including
termination of employment.

All employees are responsible for complying with

these policies and are
expected to dis~ourage others from engaging in condu
ct prohibited by these
policies. ·

We cannot resolv~ a harassment problem if

we don't know about it.
Therefore, it is your responsibility to bring any matter
s of this nature to our
attention so that we can take steps to correct the situati
on.

Frate rnizat ion

To avoid potential disruptive influences caused

by personal relationships
between employees, the cooperative preserves the
right to receive any actual
or perceived conflicts of interest that such relationships
may create . Personal
relationships outside the workplace that could have
an actual or perceived
effect of creating conflict of interest between the
employee 's obligations to
the company and to the company's other employees
are prohibited.
In the event that such relationship is established , or
already exists , it should
be reported to the CEO . An investigation shall be condu
cted and appropriate
actions will be taken to resolve any actual or potential
conflicts of interest.

Empl oyme nt of Relat ives

Although we accept employment applications from immed

iate family members
of employees , TSUMPC does not permit hiring
employees into positions
where an immediate family member may supervise
them directly or indirectly.
An immediate fam ily member is defined as father,
mother, brother, sister,

71 f' ag_c
TSU Multipurpose Cooperative
father-in-law , mother-in-law, brother-in-law, sister-in-law, husband, wife, son,
daughter, grandfather, grandmother, grandson, granddaughter, or step-child .
The definition can also include other relationships established by blood,
marriage, living arrangements , and close personal relationships. If such a
situation is created because of promotion, transfer, or change in relationship ,
one of the affected employees will be transferred at the earliest practical time,
or terminate;:L

Open Door Communication

TSUMPC provides every employee , regardless of position, the opportunity to

bring problems, concerns , or suggestions to management's attention. The
only way the cooperative can address issues is to be aware of them . Our
open door policy has been established as a way to tell management what is
on your mind . We encourage you to use it.

If you have a suggestion or concern, talk with your immediate superior.

Generally, you and your immediate superior should be able to resolve the
issue. However, if you are not satisfied with the resolution, or do not wish to
discuss the matter with your superior, you may bring the matter to the CEO.

Drug and Substance Abuse

C •

To ensure safe, healthy, and efficient working conditions for all employees,
TSUMPC prohibits the employees from engaging in activities with any
controlled substance or alcohol. The use , sale , manufacturing , distribution,
dispensation , and/or possession of drugs or alcohol on company premises, or
while engaged in company business, is strictly barred .

Any violation will result to appropriate disciplir:iary action up to and including

termination .

Security of Workplace

Employees must secure all confidential information and work spaces before
leaving the working area each day. Any unusual circumstances or the
presence of unfamilia r' people must be immediately reported to the immediate
supervisor.

Violence in our Workplace

TSUMPC, in promoting a harmonious and safe workplace , will not tolerate

acts or threatened acts of violence both by employees and non-employees
within its premises. Employees and non-employees are therefore prohibited to
bring guns or other weapons within its premises, including but not limited to ,
weapons in vehicles in the parking lots .

811'ag.c
TSU Multipurpose Cooperative
Violations of this policy will subject employee
s to disciplinary acti'ons up to and
including termination .

Other prohibited conducts include , but are

not limited to , striking or attacking
another employee, or, verbally or physically
threatening an employee with
bodily harm . Any employee who has been
a victim of workplace violence or is
aware of such conduct between other empl
oyees should immediately report
the incidence to his/tier immediate supe
rior. All reports shall be promptly
investigated and appropriate actions will
be taken. Employees will not be
subject to discipline or retaliation of any
form from management or fellow
employees for reporting actual or potentially
violent situations.

Safety should be everybody 's concern .

It can only be achieved through
teamwork and awareness . All employees must
practice safety awareness by
thinking defensively , anticipating unsafe condi
tions, and reporting problems
immediately. Notify your superior of any
emergency or unsafe. situation.
Report to your superior any injury or sickn
ess while at work no matter how
minor or slight it may be. Do not use , main
tain, repair or adjust equipments
unless trained to dd 11so. Be aware of the
locations of first-aid kits and fire
fighting equipment~ as well as exits. If unsur
e of something , don't hesitate to
ask.

Cleanliness

Cleanliness is everyone 's responsibility . It

is essential for job safety and
productivity . Employees are expected to maint
ain working area in a neat and
organized manner.

Any conduct resulting 'otherwise shall be sanct

ioned accordingl y.
Care of Equipment

It is expected that employees shall treat the

cooperative 's equipment with
proper care. None of it shall be taken from
the premises without written
authorization by the CEO/ Manager. Any dama
ge or loss of equipment must
be reported immediately to the sup~ rvisor .

Lost or damaged equipments issued to

a particular employee shall be
charged to the said employee. The cooperative
also has the right to refuse to
replace the lost property for the em1ployee

Personal Telephone Calls

While it is necessary for an employee to use

the cooperative telephone for
personal emergency , routine personal calls are
strongly discouraged .

9 \ I' a g. t.:
TSU Multipurpose Cooperative
Personal calls received during wo,rking hours must be kept as brief as
possible . In no event may personal long distance calls be placed on the
cooperative phones .

Personnel File

Any changes or updates of an employee's profile must be reported to the HR

or CEO . The said files are the property of the cooperative and access to
information they conta in is restricted . Access to information will . be made
available for employee to review upon his/her request, within a timely manner,
to Human Resources.

10 11'.tg l:
 TSU Multipurpose Cooperative

EMPLOY MENT
. ·._AND PAY

l
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 TSU Multipurpose Cooperati:,e

EMPLOYMENT POLICIES

TSUMPC intends to define employment classifications clearly so that each

employee understands his/her employment and benefit eligibility.

The cooperative has established the following employment categories :

• Regular Employees who regularly work at least 40 hours per week

and are eligible for full benefits.

• Job-Order Employees who are hired' to perform a specific task or

hired
for a limited period of time, and are eligible for statutory
benefits only. .

Work Schedules

The normal work schedule for all TSUMPC employees is forty (40) hours a
week . Shifts shall be scheduled by the sLlpervisor, with an unpaid lunch period
that may not exceed 60 minutes. An employee is also entitled with 30 minutes
paid break, which may b.e scheduled for 15 minutes on the first half and 15
minutes on the second half of the shift, provided the employee have served a
full day or 8-hour shift. Breaks are scheduled at the discretion of the
supervisor and may be suspended , as work requires . All employees are
expected to be in their work area land ready to begin work at their scheduled
times a_nd to return promptly from lunch and short breaks .

Employees who work on holidays will be eligible to the corresponding holiday

pay premiums as follows :

Workin Holida Holida Pa Premium

Re ular Holida Additional 100% of basic a

I
LS ecial Holida Additional 30% of basic a

Rest Days

Employees are eligibl e to two days off per week . Rest days are scheduled at
the discretion of the superv.isor and may be suspended, as work requires. If
an employee is required to work on rest days , or the employee has not been
able to take time off work within the week, the following premium pay shall
apply :

12 J f>ag c
 TSU Mu·
u ,purpose Cooperatrve
Rest Day Scenario Premium Pay Rate
For work performed on a regular rest Plus 30%
of daily rate or a total of
dav. 130%.

For work performed on a rest day Plus 50% of the daily rate or a total of
which is also a special day. 150%

For work performed on a regular

Plus the 30% of the regular holiday
holiday which is also the employee' s rate of 200%
based on the basic rate
rest day . or a total of 260%

Daily and weekly work schedules may be changed from time to time at the
discretion of the company to meet business ~equirements. Changes in work
schedules including rest days will be announced as far in advance as
practical.

Overtime

From time to time overtime work may be required to meet customer needs .
Employees who will be required to work overtime shall be informed in
advance. Overtir:ne premium will be paid to employees according to the day
the overtime work is performed , as follows :

Rate for the first Rate beyond the

8 hours first 8 hours TOTAL OT
RATE
Regular day 100% of basic Plus 25% 125% of basic
pay pay
Rest day 130% of basic Plus 30% 160% of basic
pay pay
Special holiday 130% of basic Plus 30% 160% of basic
pay pay
Rest day which is
also a special
holiday 160% of basic Plus 25% 185% of basic
J)_a_y_ pay
Rest day which is
also a regular
holiday 260% of basic Plus 25% 285%of basic pay
pay
Regular holiday 200% of basic Plus 30% 230% of basic
J)_ay pay

Overtime other than what may be required, is not allowed as a means to

supplement your income and therefore , must be authorized in advance, in
writing by the supervisor . Abuse of overtime, which may jeopardize the ability

13IPag. c

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 TSU Multipurpose Cooperatiw
of the business to maintain profitable margins shall
subject the accountable
employee to disciplinary action .

Night Shift Differ ential Pay

Work rendered between 10pm to 6am the following

day shall be covered by
Night Shift Differential Pay premium equivalent to
20% of the hourly basic
wage for each hour of work .

Pay Days

Employees shall be paid twice a month : every 15th

and 30th day of each
month through over the counter distribution.

Time Keep ing

TSUMPC will adopt a timekeeping system to track

employees' time and
attendance for payroll purposes as well as to monito
r labor costs. Employees
are required to log-in and out from the Bundy
Clock . Each employee is
required to punch their time accurately. He/sh
e must ensure that daily
attendance report is correctly recorded and must
be submitted daily to their
respective sup~rvisors for approval and valida
tion . The supervisor is
responsible for providing an accurate accounting
of their employees' time to
payroll. Accurate re.cording of time ensures that emplo
yees are paid correctly,
and receive benefits' acco'rdingly.

Prom otion

TSUMPC strongly believes that personnel growth

must come from within .
Qualified personnel currently employed may apply
for and shall be the first
priority to fill up vacant positions.

Perfo rmanc e Evalu ations

Employee performance is important to the cooperative

. Such performance will
be formally reviewed for the first three (3) months
on the job. During the said
penod the supervisor will be observing the emplo
yee skills, professionalism
(including attendance and punctuality), and attitud
e towards job, co-workers
and the company to assess overall performance
. Passing the standard
t performance would mean an extension of contract for
the employees .
i
Regular performance reviews will take place

I
to help establish new
performance plans every six (6) months . A copy
of each performance
appraisal will be provided to the employee and
another copy will be
: maintained in the personnel file. Additionally, compe
nsation shall be reviewed
every year. TSUMPC does not represent that any

I increase in compensation on an annual basis.

compensation will be made based upon individual
performance of the company , and any other factors
employee will receive an
Changes to individual
performance, the financial

I sole discretion , take into consideration .

the company may, and its

14ll'a ~1::'
TSU Multipurpose Cooperative

COND UCT AND

WORK RULE S

15ll'age
 TSU Multipurpo se Cooperative

COND UCT AND WORK RULES

Employees must treat the customers and members with the highest standards
of courtesy and respect. They are also expected to be considerate and
courteous towards one another.

Reasonable rules of conduct are necessary for the orderly, efficient, and safe
operation . This manual is meant to serve as a guideline for identifying conduct
,. that will result in disciplinary action.
!
:
Disciplinary action will be taken when company policies, procedures , or work
rules are violated . Such actions may include but are not limited to ; verbal
warnings, written warnings , suspension without pay, or immediate discharge.
One form of action will not necessarily precede another. Disciplinary action
will depend in part on the nature of the violation and on the employee's work
record . The company will determine appropriate disciplinary action .

The following conduct may result in immediate discharge, depending on the

seriousness 9f the offense under the facts and circumstances as determined
by management. •,

(This list is not exhaustive and disciplinary action may be taken for other
unacceptable behavior/conduct.)

1. Disclosing or making available to unauthorized persons any

confidential or proprietary information .
2. Rude, abusive, or obscene language or conduct on company property
I 3. Fighting or disorderly conduct ·
I'
1-
I
4 . Harassing, interfering with: ·or refu-sing to cooperatl:! with co-workers in
I'
the performance of their duties.
lf 5. Acts of dishonesty or theft (including tampering, altering or falsifying
company documents, databases, property etc.) or fraud or willful
breach of trust reposed by the company
[
I
6. Damaging macrinery or equipment, wasting materials, or defacing
company property
'
7. Serious misconduct, insubordination or willful disobedience or refusal
to follow a supervisor's lawful orders or reasonable request,
instructions, or to perform assigned work
8. Gross or habitual neglect of duties and responsibilities
9. Commission of a crime or offense against his or her employer or any
immediate member of his family or his duly authorized representative.

t
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I6ll'agi:
TSU Multipurpose Cooperative

Disciplinary action becomes part of an employee's record and will be taken

into consideration when evaluating an employee's performance for purposes
of promotion , transfer , future disciplinary action , and continued employment.

Confidentiality

During employment with TSUMPC , an employee will be exposed to a wealth

of information regarding TSUMPC as well as its members and customers . All
employees must be aware of the importance of confidentiality to our business.
Customers expect, and in most cases contract for, ensuring confidentiality for
their account information. Furthermore , the cooperative's ability to compete
effectively is dependent upon maintaining confidentiality of projects,
customers, methodologies, and pricing .

Other Employment

Employees are expected to devote primary work efforts to the cooperative

business . Therefore , an employee must refrain from engaging in other
employment that may prove to be in conflict with the interests of TSUMPC .

Outside employment that may have a detrimental effect on our business by

reason of association, or outside employment that may have an adverse
effect on an employee's ·performance at TSUMPC is also prohibited . Namely ,
employees may not be employed by vendors, suppliers , customers, or other
entities doing business with TSUMPC .

Finally , any outside job that may interfere with the ability to meet the
requirements of an employee's job, including the ability to work overtime is
strictly prohibited . If an employee is engaged in outside employment and is
determined that the outside employment is adversely affecting the employee's
work performance , or that the outside .emp.loyment is in competition with
TSUMPC, the employee shall be requested to discontinue the outside
employment or forfeit employment with TSUMPC.

Dress Policy

As a professional company, employees are expected to present a neat, olean,

professional appearance at all times . A professional , world-class work
environment is important to enhance the image we present to the customers .

Attendance and Punctuality

In order to serve our customers effectively, it is important to come-in to work

on-time every day. In the event that illness or injury delays or prevents an

17 11' .tg~
TSU Multipurpose Cooperative

employee from coming in, · the call-in procedure described below must be
followed.

Call In Procedure

• In case of absence
It is the responsibility of the employee to notify his/her supervisor
personally each day, 1 hour prior to starting time. If the immediate
supervisor is not available, leave a message in their voice mail or send a
text message to their mobile phones. State the reason of absence and
when are you expected to return to work .
• In case of tardiness
An employee must personally notify his/her immediate supervisor 30
minutes before the scheduled starting time. State the reason for having to
come to work late and expected time of arrival.

Failure to report absence or lateness is a violation of company rules, and the

absence or lateness will be considered unauthorized. Violations of this policy
may result in disciplinary action up to and including termination . Calls or
notifications of absence from friends or relatives on behalf of an employee will
not be accepted .as. authorized, except in emergency situaUons.

In the case of repe~ted absence or lateness, an employee may be required to

submit evidence ve'rifying the reason of absence or delay. In the event of
prolonged absence due to some illness , an employee shall be required to
submit a doctor's note or medical certificate upon his/her return to work.

Attendance and punctuality are important factors of success and are taken
into consideration when evaluating performance and compensation .
Absenteeism or tardiness impacts not only employee performance, but also
the overall workload and could result to disciplinary action up to and including
termination.

An employee who is absent for five (5) consecutive workdays without notice is
considered to have abandoned his/her job.

Inclement Weather

In the event of serious calamities such as typhoons, floods and others, the
cooperative may at the sole discretion of the management, allow. or exwse
late or absent employees. Keeping in touch with the supervisor 1s required
during these eventualities.

Disciplinary Practice

Appropriate standards of performance, behavior and conduct are expected at

the company and are necessary for success. TSUM.PC reserves the nght to
coach and discipline an employee in an appropriate s1tuat1on.
l8ll'age
 TSU Multipurpose Cooperative

The appropriateness of the situation and the level of discipline are solely at
the discretion of TSUMPC , which would always be in accordance to the
principles of fairness . Every employee under a disciplinary situation will be
given the time and opportunity to explain his/her side and shall be given due
process before any final disciplinary action is taken.

Problem Resolution Process

If a work incident, employment condition or ·decision affectin·g you occurs that

you believe needs to be resolved , it is important to use the problem resolution
process. This process will make it easier for you to voice out your concerns
about situation affecting your employment. The problem resolution will be
treated as .confidential.

The following steps may be taken :

1. Talk with your Supervisor
If you are concerned about a situation , discuss it with your supervisor.
Most problems can be resolved with a frank discussion. Your
supervisor aims to resolve problems as quickly and efficiently as
possible .
2. Talk with _your Supervisor's Manager.
If the issue remains unsolved or if the complaint involves your
supervisor, , you may need to discuss the . situation with your
supervisor's Manager. All facts will be re-examined and efforts will be
made to resolve the issue.

Resignation

Upon an employee's intention to resign, a written resignation shall be required

from him/her. Employees who will leave voluntarily will be required to
participate in an E:xit interview conducted by th~ CEO.

Clearance Procedure

All employees upon separation, either through resignation or termination , shall

accomplish or secure a clearance from the cooperative. If a separated
employee is not cleared from his/her accountabilities and has not undergone
the exit interview, he/she · shall not be issued with his/her last pay and
certificate of .employment.

Re-Hiring

If an employee left in good standing and intends to return to TSUMPC , the

cooperative will consider his/her as priority for vacant positions within the
organization .

19!P ugc

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TSU Multipurpose Cooperat

H O U S E RULES

20 IP a g i:
 TSU Multipurpose Coop erative

HO US E RULES

1. SEC URI TY

a. Bag inspections:
A personnel shall be tasked to cond
uct bag inspection of all personnel
entering and leaving company prem
ises and specific areas within the
facility . Any prohibited items found
shall be immediately confiscated
and turned over to the CEO for
proper disposition. Any personnel
refusing to subject himself for bag
inspection shall not be allowed to
enter and leave the premises .

b. Lockers:
Lockers shall be issued to all operation
s for the main purpose to place
their bags and working materials .
Padlocks for the lockers shall be
provided by the employees themselv
es . No items shall be stored in the
locker spaces without a padlock. Emp
loyees who have forgotten their
keys shall request for "bolt cutting"
and must secure an authorization
from the supervisor. Opening the lock
er shall be in the presence of the
owner and . the supervisor. Ran
dom locker inspection shall be
conducted by an assigned personne
l in the presence of the locker
owner and the supervisor.

2. WORK STATIONS
Keep your work stations tidy at all time
s . At the end of shift, ensure that
computers and other equipments are
properly shut down.
3. USE OF COMPANY EQUIPMENT
S
I Company equipments should only be
for official and business use .
I
~ 4. MEALS/SNACKS
Employees are allowed to consume
food that shall only be allowed by
the superviso r. All left-over shall be
treated either as a loss or be
spoilage . There shall be no taking hom
e of excess food , cooked or raw
for that matter, unless authorized
by the supervisor. Authorization
would include a written release orde
r of the items.
5. SCRAPS AND OTHER SIMILAR
OBJECTS
Scraps such as ca rtons, boxes, egg
trays, and plastic containers , tin
and other similar objects shall be
disposed accordingly and any
proceeds therein shall be treated as
an addi tion to the employee fund .

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 TSU Multipurpose Cooperative

OfFE NSE S AND

SCHEDULE OF
I
,I
PENALTIES

22 Ip a g C
 TSU Multipurpose Cooperative

OFFENSES AND SCHEDULE OF

PENALTIES
MINOR OFFENSES: 1ST Offense-Counseling
Rolling Period : 12 months 2nd Offense-Verbal Warning
3rd Offense-Written Warning
4'" Offense-Last Written Warning
5'" Offense-Dismissal
NEGLECT OF DUTY
1. Failure to log-in and or log-out.
2. Loafing/loitering within the shift.
3. Failure to report/inform immediate superiors of untoward incidents,
accidents and events within company premises .

CONDUCT AND BEHAVIOR

4. Leaving work station without permission of immediate superior for more
than 10 minutes.
5. Attending to personal concerns during duty time .
6. Creating or contributing to unsanitary or unsafe working conditions .
7. Use of TSUMPC resources for personal business or purposes resulting
to additional expense/cost or damage to the cooperative .

I
SERIOUS OFFENSES : 1ST Offense-Last Written Warning
Rolling Period : NONE 2nd Offense- Dismissal

NEGLECT OF DUTY
1. Sleeping or unproductive while on duty.
2. Acts of negligence and carelessness resulting to damage to company
property or injury to third party. ·
3. Losing or misplacing records which are prejudicial to the TSU Multi
Purpose Cooperative .Deviating from the program/department's
standard operating procedures.
4. Non-completion of a job within specified time without any reasonable
cause or back-jobs 9aused by substandard work .

CONDUCT AND BEHAVIOR

5. Insubordination or willful disobedience/refusal or failure to comply
with company/supervisor's lawful requirements, orders, reasonable
requests , instructions or assigned work/tasks .
6. Refusal to render overtime without valid reason when exigency of the
work requires .
7. Use of profane, obscene or abusive language inside the company
premises or during company time in any medium .
8. Disorderly conduct inside TSUMPC prem·ises or while on duty.
9. Any acts constituting to harassment, intimidation , coercion .

23 IP ab!- e
TSU Multip11rpose Cooperative
10. Rumor mongering , or creating
false stories casting dishonor
contempt, discrediting another emp and/or
loyee.
11 . Lewd acts inside TSUMPC prem
ises .
12. Malingering or feigning sicknes
s.
13. Solicitation in any form, not auth
orized by TSUMPC managemen
14. Selling goods or services t.
using company resources/faciliti
production area or during duty es , on
time or disrupting work of othe
employees . r
15. Gambling, betting or playing
any game of chance inside TSU
premises or while on duty . MPC

MA JOR OFF ENS ES:

Rolling Period: NONE 1sr Offense-Dismissal

NEGLECT OF DUTY
1. Three (3) days No Call No Sho
w (NCNS) .
2. Gross habitual neglect of duty
causing loss/damage or is prejudic
on the part of TSUMPC . ial

CONDUCT AND BEHAVIOR

3. Gross discourtesy to
company officials , clients/custo
visitots/~uests . mer,
4. Provoking, assaulting or
instigating a fight within TSU
premises'or working time (plus MPC
legal action) .
5. Disorderly conduct or engagin
g into a fight and/or inflicting bod
harm or injury to another employe ily
e/s.
6. Commission of a crime aga
inst TSUMPC officials/employee
immediate family member. or any
7. Deliberate destruction (include
s vandalism) of TSUMPC property
8. Stealing, pilferage or theft .
(whether attempted or frustrate
property belonging to TSUMPC d) to
or another person regardless
time and places . of
9. Possession of explosives or
deadly weapons during work time
within TSUMPC premises (plus or
legal action if applicable) .
10. Discharging explosives or
firearms during working time or
TSUMPC premises . within
11. Possession and/or drinking
alcoholic beverages during working
or inside TSUMPC premises . time
12. Entering TSUMPC premises
or performing wo'rk under the influ
of liquor and or/illegal substances ence
.
13. Encouraging , inducing or thre
atening another employee to viola
any provisions of the TSUMPC te
Employee Handbook in the
performance of duties or allo
wing one's self to be persuad
induced or influenced to commit ed ,
such an offense .
14. Any acts constituting to sexu
al harassment.
15. Slowing down, hindering or limit
ing work output.
16. Abuse of authority .
17. Acts or immorality that doe
s not uphold or contradicts
TSUMPC Core Values . with

24 IP age
 TSU Multipurpose Cooperative
10. Rumor mongering, or creating false stories casting dishonor and/or
contempt, discrediting another employee .
11. Lewd acts inside TSUMPC premises .
12. Malingering or feigning sickness .
13. Solicitation in any form , not authorized by TSUMPC managem ent
14 . Selling goods or services using company resources/facilities , on
production area or during duty time or disrupting work of other
employees .
15. Gambling, betting or playing any game of chance inside TSUMPC
premises or while on duty.

MAJOR OFFENS ES: 1sr Offense-Dismissal

Rolling Period: NONE

NEGLECT OF DUTY
1. Three (3) days No Call No Show (NCNS).
2. Gross habitual neglect of duty causing loss/damage or is prejudicial
on the part of TSUMPC .

CONDUCT AND BEHAVIOR

3. Gross discourtesy to company officials, clients/customer,
visitofs/9uests.
4. Provoking , assaulting or instigating a fight within TSUMPC
premises'or working time (plus legal action).
5. Disorderly conduct or engaging into a fight and/or inflicting bodily
harm or injury to another employee/s .
6. Commission of a crime against TSUMPC officials/employee or any
immediate family member.
7. Deliberate destruction (includes vandalism) of TSUMPC property.
8. Stealing , pilferage or theft (whether attempted or frustrated) to
property belonging to TSUMPC or another person regardless of
time and places .
9. Possession of explosives or deadly weapons during work time or
within TSUMPC premises (plus legal action if applicable) .
10. Discharging explosives o'r firearms during working time or within
TSUMPC premises .
11 . Possession and/or drinking alcoholic beverages during working time
or inside TSUMPC premises .
12. Entering TSUMPC premises or performing wo'rk under the influence
of liquor and or/illegal substances.
13. Encouraging , inducing or threatening another employee to violate
any provisions of the TSUMPC Employee Handbook in the
performance of duties or allowing one's self to be persuaded,
induced or influenced to commit such an offense .
14. Any acts constituting to sexual harassment.
15. Slowing down , hindering or limiting work output.
l
·I
16. Abuse of authority.
17. Acts or immorality that does not uphold or contradicts with
TSUMPC Core Values.

24 IP a ge
TSU Multipurpose Cooperative
18. Any acts that leads to destroy or actually destroy the image and
goodwill of TSUMPC.
19. Committing any act constituting a crime involving moral turpitude
under the laws of the Republic of the Philippines .
20 . Conflict of interest or any undesirable involvement or participation ,
either direct or indirect with any entity, with which TSUMPC has
commer.cial or competitive relationship .
21. Buddy punch-in or falsifying attendance records .
22. Misappropriation or withholding of TSUMPC fuhds .
23. Accepting , demanding, soliciting , extorting money, gifts or
commissions from any customer/clients or supplier for personal
gain •(plus legal action).
24 . All other acts of dishonesty which cause or tend to cause prejudice
to the company.

25 11' a g 1:
TSU Multipurpose Cooperative

ACKNOW LEDGEM ENT RECEIPT OF TSU

MULTIP URPOSE COOPER ATIVE ·
EMPLOYEE HANDBO OK

This is to acknowledge that I have reviewed and I fully understand the

contents of the TSU Multipurpose Cooperative Employee Handbook. This is
to further acknowledge that it has been discussed to me thoroughly. As an
employee of TSl.J Multipurpose Cooperative, I accept and will abide by its
provisions. Further, I understand these guidelines are subject to change by
management at aqy time and that it is my responsibil ity to keep abreast of any
changes in order to promote an effective and efficient working environment.

261 rage
 AREA VIII
PHYSICAL PLANT AND FACILITIES

PARAMETER I: ACCREDITATION CENTER

SYSTEM - INPUTS AND PROCESSES

S.1. The Accreditation Center (AC} is

accessible and conveniently located.
 Accreditation •
ROOM

Conference •
ROOM

...... - -n-
lUfl If 'If.I.fl I 'l01Jr'fl,
1l•rlo' J flt O I \W1 "l\oO• ' ' IUtl 41 U••"tt UJ U.._\
h_, ,..- h I•

TSU ACADEMIC AH AIRS QUAUTY POLICY

---------- -
n,, r:..u,\c..odt "" M•," 1n•ouo11 t, oo
"9 • nd on,c;c, .-.
comnr:,ted 't) cn,,I nt .., ,u,I .1'1 I'- o,ai...-.y o' l'l'Qo mt ~1\J(h)O
,~ atU> t."rtl.:'"':i.ton•M ~-n1,-1ipr.,cvt~~l't.tl,1t1"t.a'n(J nl
-.. , ,1p~ti. •wQ.; 1 y ,r,:J rf11•1.,1o,y "'fltJ'"'in,.t-•, 10, utno I
~~"'ot•t ta1:~,. lot:ntu,,.~"9to1·n..n1 .. ,-.,., .Jod
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QUALlrY 08JECTTV(S
To &:t>~ 10 >"1'1".'<t ,nth-- p;'l'fOO".tna.! o{ lff.llft'Wo
IIMW.l_l9€13""P.. lf&l1 l •,ll..notic,,..,«1)J'l t,X:.t0ll ""'
 AREA VIII
PHYSICAL PLANT AND FACILITIES

PARAMETER I: ACCREDITATION CENTER

SYSTEM - INPUTS AND PROCESSES

S.2. The AC has the following equipment

and fixtures:

S.2.1. Working tables and chairs;

S.2.2. Cabinets for display and
filing;
S.2.3. Good ventilation and
lighting;
S.2.4. Computer unit;
S.2.5. Toilets; and
S.2.6. Lounge.
- --

\
 1
1
I

AREA VIII
PHYSICAL PLANT AND FACILITIES

PARAMETER I: ACCREDITATION CENTER

IMPLEMENTATION

1.1. The Institution / College / Academic

Unit maintains the AC with the
required resources, furniture and
documents.
 AREA VIII
PHYSICAL PLANT AND FACILITIES

PARAMETER I: ACCREDITATION CENTER

IMPLEMENTATION

1.2. The AC is managed by a qualified

and committed staff/faculty.
 ~~u,.,,.,,. Republic of the Philippines

O
C,

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J

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Tarlac State University
COLLEGEOFCOMPUTERSTIJDIES
Tarlac City, Tarlac
Tel. No. (045) 6068173
I

February 15, 2019

Office Memo No. 10, s. 2019

A.\'. 2018-2019

To: ALL CONCERNED

Subject: BSIT/BSIS LEVEL 3 ACCREDITATION TASK FORCE

The BS in lnfonnation Technology and BS in Information Systems Level 3 MCCUP

Accreditation visit is scheduled in April 29-May 3, 2019. To facilitate the accomplishment of
the preparation of documents per area, the following are assigned as members of the taskforce:

Area Facultv-in-Chan1e
1.VMGO Gilbert G. Gonzales
Danica B. Reves
2.Faculty Ronnie B. Mercado
Gloria L. Prelleiera
3.Curriculum and Instruction Dennis Y. Virtudazo
<,
Jerome C. Lei;?asoi
4.Support to Students Lito Alexis M. Tolentino
Anna Cazandra P. Delos Reves
5.Research Jo Anne G. Cura
Michelle E. Subiate
6.Extension and Community Development Carlos P. Flores Jr.
James Brvan T. Roman
7.Library Marie B. Manalang
Rico Jav V. Manabat
&.Physical Plant and facilities DandrefReyes
Abe1!3il L. Madavaiz
9.Laboratories Angelo 0 . Garcia
Nicolas Z. Diaz Jr.
I0.Adrninistration Marlon V. Gamido
Valarie D. Simbol
Patima Suzanne P. Esninosa

Kindly facilitate the documentation and note that the deadline for the submission of PPPs to the
Quality Assurance and Performance Management Office is on March 15, 2019.

Your usual support and cooperation is much appreciated.

MS. OL r\t,~ ENGR. MARLON V.,£;,o

Assoc~ Dean, CCS

BSITIBS/S LEVEL J ACCREDITATION TASK FORCE

 AREA VIII
PHYSICAL PLANT AND FACILITIES

PARAMETER I: ACCREDITATION CENTER

IMPLEMENTATION

1.3. Required documents/inform ation

and exhibits are updated,
systematically packaged and readily
available.
 -
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 AREA VIII
PHYSICAL PLANT AND FACILITIES

PARAMETER I: ACCREDITATION CENTER

OUTCOME/S

0.1. The AC is well-equipped and

managed.