EMPLOY

EE
NEON NIGHTS CORP.

HANDB
OOK
 Chapter 1: Guiding Principles

The most important aspect of the personnel policies and practices of the NEON NIGHTS CORP’S
EMPLOYEES the constant endeavor to upgrade the individual effectiveness of each employee by
increasing his sense of personal satisfaction from his work, and to make working conditions
such that the service of employees would prove to be a satisfying social experience aside from
being a means of making a modest livelihood.
In the pursuit of this objective, our Company is guided by the following principles:

 Every employee has dignity; aspirations and contributions which need to be respected,
and rewarded through reasonable working hours paid vacation and sick leaves.

 Salary commensurate to assigned work.

 Opportunity to express opinions and to air complaints and grievances freely.

 Company policies, code of conduct to show honesty, courtesy and professionalism.

 Chapter 2: Ideals of Service and Norms of Conduct
All employees of NEON NIGHTS CORP. are expected to be guided by certain ideals of service
and norms of conduct to enable them to discharge their respective duties with the highest
efficiency and derive from their work a genuine and abiding satisfaction. These are briefly set-
forth hereunder.

A. Attendance and Punctuality

Punctuality means more than just coming to the office on time. It means observing proper
break hours and not leaving the office before closing time.
B. Cooperation
A good employee does not hold himself apart from his co-employees or play an unsocial “lone
wolf" role. He recognizes common interest and when there is work to be done, he is first to
pitch in and helps for all he is worth although such work may not be a part of his assignment.
He takes an active part in all office undertakings.
C. Courtesy
A good employee is courteous at all times to everyone, irrespective of rank. He receives clients
promptly and courteously and attends all requests with reasonable speed and with a view to
giving satisfaction. He gives credit where credit is due.
D. Efficiency
A good employee develops an aptitude for remembering vital facts and figures. When
accuracy is possible and called for, he avoids loose, inaccurate, haphazard statements or
guesses.
E. Honesty
A good employee devotes every minute of his office time to his work. He never does personal
businesses or goes out of the office without permission during office hours.
F. Initiative
A good employee works on his own steam. He believes that to wait for orders is to be a slave.
He does not hesitate to suggest better ways of doing things. He studies the need of the office
and takes steps to meet them.
G. Relationship with Co-Employees
A good employee develops a liking for working with his officemates and makes himself
personally agreeable to them. He avoids futile arguments or rude remarks and does not belittle
or treat unkindly even the humblest co-employee. In his relations with the opposite sex, he
avoids over familiarity.

He does not take anything from other's desk without permission, no matter how insignificant it
may be.

He does his own work by himself. He avoids letting others do work for which he is personally
responsible. However, he may make consultations with other people when necessary.
H. Relationship with Customers
A good employee realizes that he serves clients more efficiently by providing them fast,
accurate and reliable service. He considers his relationship with customers as a partnership and
takes his work with an attitude of open mindedness.
I. Responsibility
A good employee performs his duties as conscientiously and industriously when unwatched as
when under observation. He meets obligation without excuses.

He assumes responsibility for anything he says or does, acknowledges blame when it is his and
never "passes the buck" in an effort to shift responsibility to others.

When necessary and without being told, he works overtime in order to finish an assignment.

Chapter 3: Employment
A. Recruitment and Selection

The recruitment and selection of employees are based mainly on their fitness to perform the
duties and responsibilities of the position. However, certain minimum qualification should be
met by all prospective employees in addition to those prescribed for each particular position, as
follows:

 At High School graduate.

 Must be in good health and of good moral character.

All prospective employees, after passing the interview shall submit a medical and physical
examination result. Only those found of good moral character and physically fit for efficient
service shall be employed after submission of the following:

 NBI/Police Clearance
 Transcript of Records / Diploma
 SSS Members Record
 Taxpayers Identification Number
 Philhealth Number
 Two (2) 2"X 2" ID Picture
 Clearance from former employer
 Birth certificate of the employee’s dependent (if any)/ Marriage Contract
 SSS/PAG-IBIG voucher (if with previous loans)

B. Employee Orientation
All newly hired employees will report directly to the Officer-in-Charge. Department where they
will be given induction/orientation on various company programs and policies.

Procedures:
The following steps will be taken prior to the arrival of the employee’s first day of work:
1. The Officer-in-charge in coordination with concerned department confirms with the
employee his starting date.
2. The Officer-in-Charge will coordinate with concerned department arrangements for office
space, workstation, equipment, supplies, telephone and any required security arrangement,
such as company ID, timecards, etc.

3. The Officer-in-Charge shall notify all concerned department/unit of the coming of the new
employee.

The following steps will be taken on the employee’s first day of work:

1. The Officer-in-charge will meet with employee for company orientation and issuance of
required information package.

2. Officer-in-charge will bring the employee for an office tour and introduce to all officers and
employees in the office.

3. Officer-in-charge will bring the employee to his/her department for department induction
which will be conducted by the supervisor or the manager.
cmr2020

4. The superior will explain duties and what is expected of the employee during the first three
to four days of employment.

5. The superior will show employee around the facilities (restrooms, conference room and etc.)

6. The superior will interact with the employee throughout the day and plan out the first week.

D. Employment Classification
Employees are classified into following categories:
Regular employees - are those who have been appointed to positions having regular items in
the office budget after they have been selected and qualified for the position and have
satisfactorily served the prescribed probationary period.

Probationary employees - are those who have been appointed to position having regular
items in the office budget but are undergoing a 3-6 months period of character and job
competency observation.

Project Based employees - are those hired on temporary employment contract to perform job
on special project as indicated in the contract and the beginning and duration of such
employment is specified thereof.

E. Probationary Period

All regular appointees are required to serve a probationary period of three (3) months which
can be extended for a longer period but not to exceed six (6) months, during which they
undergo character and job competency observation. A probationary employee may be dropped
from the service for unsatisfactory conduct or performance any time before the expiration of
the probationary period.

F. Outside Employment
No employees on full-time basis shall engage directly or indirectly in any business similar to the
business operation of the Company.

G. Employee Records Retention

 Permanent Employee Record Folder

The Permanent Employee Record Folder (201 File) will be maintained in the files of the
Company.
The information contained in the Permanent Employee Record Folder is classified
“confidential.” The company restricts internal access to employee records to those company
officials with a clear “need to know.”

 Records Disposition
 The Permanent Folder will be removed from active files six (6) months after the employee’s
termination of service from the company. At that time, the Permanent Folder will be placed in
the company’s Inactive Personnel Records Storage File where it will be held for a period of five
(5) years and then discarded.

Chapter 4: Compensation and Benefits

A. Compensation
 Equal pay is provided for equal work. Differences in pay are based upon differences in duties,
responsibilities and qualifications required for the job.
With certain exceptions, salaries are paid on a semi-monthly basis. Pay days are set twice a
month, every 5th and 20th of the month.

1. Payroll Deductions
Deductions from an employee’s salary to pay debts and other transactions of personal nature
with or without the consent of the employee concerned are prohibited. Only the following
items may be deducted from an employee’s salary:
SSS Premiums, PHILHEALTH, PAG-IBIG Fund, Income Tax Withheld, Deduction for absences,
tardiness, under time , Deductions/contributions as arranged with and approved by the
management

2. Overtime
Request for Overtime Services for the purpose should be recommended by the immediate
superior and approved by the CEO.
No payment for overtime services rendered will be made without prior approval as provided
above.
The Company may require any employee to render work in excess of the regular requirements
when the exigencies of the service so demand.
Overtime rendered cannot be used to offset past and future under time.
Payment of Overtime services rendered will be calculated according to the law.

3. Discretionary Performance Rewards Discretionary performance rewards are an optional

incentive from the Management. They do not form part of basic remuneration nor are they part
of the employment contract. Management reserves the right to amend or cancel the
discretionary performance rewards at any time.

Chapter 5: Attendance
A. Working Days
REGULAR WORKING SCHEDULE: Eight (8) hours of work and One (1) hour of break time.
Working hour beyond 8 hours is automatically considered as Overtime upon management
approval.

B. Time Keeping

The Human Resources checks employees’ time record every cut off and issues report on
tardiness for monitoring and necessary implementation of disciplinary action.
All employees without exemption shall keep time thru Telegram and shall observe the
following procedures:

1. Use Telegram upon arrival in the office, regardless the time you enter the company premises.

2. Use Telegram whenever you leave the office.

3. An employee who registers or attempts to time in and out for another employee
commits falsification of document and both the employee registering and employee
favored shall be subjected to disciplinary action.

C. Leaving the Office during Business Hours

The Management does not allow any employee to attend to personal matters during office
hours. If attending to your personal business cannot be avoided, you should get first the
permission of the management advising them of your intended whereabouts, the time of
departure and arrival, and purpose.

D. Tardiness
Tardiness shall be accumulated for one (1) month and deducted from the employee’s salary for
the succeeding pay period.
 Any employee accumulating a total of two (2) hours or 120 minutes or five (5) frequency of
tardiness for a month period will be subjected to disciplinary action.

E. Punctuality and Attendance

Our company is always looking for these two important qualities in every employee. At the
start of the official working hour, all employees are expected to be actually working. This is
necessary to ensure a smooth flow of work.

Employee attendance is also reflected in the performance rating. Irregular attendance on your
part may subject you to disciplinary action.

As mentioned, all qualities are given weight in evaluating the employee’s performance for
purposes of promotion and/or salary increases.

F. Absences

It must be noted that due to the nature of our business, the unarranged absence or tardiness of
an employee delays and disorganizes the work of many others.

Therefore, if for any reason an employee cannot report for work, he should notify his
immediate superior by the fastest means available. It is understood that if necessary, the
Officer-in—Charge has the discretion to open his drawers in the presence of other employees.

G. Absence Without Official Leave

An employee shall be considered Absent Without Official Leave (AWOL) in the following cases:

 When an employee is absent for any reason and fails to notify the office within 24
hours, or within a reasonable time in case of emergency, force majeure or other
 compelling factors which prevent the employee from giving notice within a 24-hour
period.
 Even if notice is given when an employee is absent for no justifiable reason and
previous approval is not granted.
 When an employee fails to return to work after the expiration of an approved leave
such as vacation leave, sick leave, maternity leave, etc.  An employee who has been
AWOL for two (2) days at any time during the year shall be subject for dismissal.

H. Performance Appraisal

The company believes that the process of evaluating employee performance is an important
way to improve the effectiveness of the organization through the best possible use of
personnel. This Policy Statement describes the system used by the company and its purposes.
In carrying out this, managers and supervisors are to use the following criteria:

1. Output - Complete exceptionally large amount of work every working day. Able to handle
more than one assignment at his/her present level.

2. Quality - Work exceptionally accurate, neat and complete in all details and rarely commits
errors.

3. Initiative - A self-starter with exceptional initiative; makes worthwhile suggestions, can set up
new jobs where new methods and practices are required. Does work without waiting for
directions and alert to opportunities for improvement of work.

4. Industry - Exceptionally hardworking and industrious; very energetic and conscientious.

Prompt and meeting obligations and assignments.

5. Attitude - Extraordinarily enthusiastic about his/her job and shows a very high regard of it.
Follows office disciplines.

6. Attendance and Punctuality - Shows very good attendance on the job and special activities
and punctual in observing working hours, break periods, etc.
7. Cooperation - Easily approachable, enthusiastic in meeting and helping people with a
willingness to cooperate in all matters effecting operations.

8. Job Knowledge - Complete and thorough knowledge of all phases of his/her work correctly
and on time with minimum supervision and guidance.

9. Adaptability - Resourceful with keenness of perception. Can easily grasp and adjust to work
changes with brief instructions.

10. Judgment - Able to grasp situations and draw correct conclusions; shows sound judgment
under all circumstances; uses common sense.

An employee, who receives an efficiency rating of UNSATISFACTORY for any given period, shall
be given reasonable opportunity to increase his/her level of efficiency or to correct deficiency.
Failure to improve his/her rating to at least PASSING within a given period shall be enough
justification for disciplinary action including dismissal.

Chapter 6: Complaints and Grievances

All employees have the right to present their complaints and/or grievances and have them
adjudicated as expeditiously as possible.

Grievance Procedures
  An employee may discuss informally his complaint or grievance with Officer-in-charge.
 No complaints against an officer or employee shall be given due course unless the same
is in writing.
 Disputes may arise, however, which cannot be settled satisfactorily by talking them
over with the supervisor or with your department head. If this happens you may, after
advising them of your intentions, discuss your problem with the Officerin-charge whose
responsibility is to assist you in every way possible, to make necessary investigations,
and to see that your problems are dealt with fully and fairly.
 If after exhausting the above processes, the problem is not taken care of to your
satisfaction, you may request the Officer-in-Charge to assist you in taking your
problems to progressively higher levels of Management, or you may take it up directly
with the top Management.
 Grievances are best communicated with superiors; employees should avoid discussing
grievances with other co-employees as working environment may be affected.
Guideposts

 In presenting a complaint or grievance, the employee is assured from coercion,

discrimination or reprisal and of a speedy and impartial adjudication of such complaint
or grievance.
 Complaint and/or grievances, as much as possible, are resolved at the lowest possible
echelon.

Chapter 7: Type and List of Offense

A. AGAINST COMPANY INTEREST

1. Absence Without Official Leave (AWOL)

 AWOL is committed when an employee absents himself without prior approval or
permission from his department manager or his assigned deputy; or when the employee
fails to notify his department manager or his assigned deputy through written/signed
note, telegram or telephone, of the reason for the absence within the day the absence is
incurred, in case of emergencies and sickness; failure to report back for work after an
approved leave.

1st Offense - Final written warning

2nd Offense - 3 days suspension

3rd Offense Dismissal

Three (3) cases of AWOL within any twelve-month period is Dismissal.

Violation of AWOL may also result to abandonment of work due to absence without
permission.

2. Tardiness

Being late for more than on at least FIVE (5) TIMES within a calendar month or an
accumulated of 120 minutes late within the calendar month.

1st offense - Final Written Warning

2nd offense - 3 days Suspension

3rd offense - Dismissal

In any occasion, a corresponding salary deduction will be made against the employee
who is late. The number of minutes an employee is late is counted from the start of
his/her shift up to the time he/ she punches/logs in his time of arrival at the office/resto
bar.

3. Leaving Without Permission

 Leaving work assignment and the company premises during working hours without the
permission of his department manager or his assigned deputy.

1st offense - Final written warning

2nd offense - 3 days suspension

3rd offense - Dismissal

4. Malingering

Taking a sick leave when not actually ill.

1st offense - 3 days suspension

2nd offense - 7 days suspension

3rd offense - Dismissal

5. Wasting Time or Loitering

Being in an area where the employee has no legitimate business or taking more than the
normal time for break time or lunch break.

1st offense - Final Written Warning

2nd Offense - 3 days Suspension

3rd offense - Dismissal

6. Sleeping during working time

1st offense - Final Written Warning

2nd offense - 3 days Suspension

3rd offense - Dismissal

7. Falsification of time cards or punching in another employee’s time card.

1st offense - Dismissal

8. Failure to punch/ accomplish time card/record as required

Shall be considered and marked as ABSENT.

9. Reporting for work without the prescribed work uniform

1st offense - Final Written Warning

2nd offense - 3 days Suspension

3rd offense - Dismissal

10. Deliberate destruction, mutilation, alteration and concealment of his or another

employee’s ID card.

1st offense - Dismissal

11. Failure to immediately report to his/her superiors within the day, personal injury to one’s
self or to another, or loss or damage to company property or to customer’s property
under the employee’s accountability or vehicular traffic accident. Failure to report as
soon as the practicable lost or damaged to company property.

1st offense - Final Written Warning

2nd offense - 3 days suspension

3rd offense - Dismissal

12. Insubordination
Failure to carry out reasonable oral or written instructions of his/her supervisor.

1st offense - Final Written Warning

2nd offense - 3 days Suspension

 3rd offense - Dismissal

13. Willful refusal or willful neglect to carry out reasonable oral or written instructions of
his/her supervisor.

1st offense - Final Written Warning

2nd offense - 3 Days Suspension

3rd offense - Dismissal

14. Unauthorized lending, possession, operation and/ or misuse of company equipment,

vehicles, keys or materials.

1st offense - 3 days suspension

2nd offense - 7 days suspension

3rd offense - Dismissal

15. Misrepresentation of any personal document or any record for employment.

1st offense - Dismissal

16. Falsification and/or misrepresentation of company records, expense claims and similar
documents.

1st offense - Dismissal

17. Giving false testimony during company investigation, court hearing and other
investigation by any government agency or body.

1st offense - Dismissal

18. Offering or accepting anything of value in exchange for personal gain against company
interest.
1st offense - Dismissal
19. Robbing, stealing, pilferage of company property regardless of value or amount, or
substituting the same for inferior quality.
1st offense - Dismissal
 20. Defalcation of company property and funds.
1st offense - Dismissal

21. Sabotage of company property or equipment. and misplacing of company records.

1st offense - Dismissal

22. Willful destruction of company property or materials.

1st offense - Dismissal

23. Any act of fraud on the procurement of materials, equipment and supplies.

1st offense - Dismissal

24. Favoring suppliers, creditors or clients for personal or monetary consideration.

1st offense - Dismissal

25. Failure to fulfill duty, willful neglect of duty or deliberately reducing production by willful
holding back, slowing down, hindering or limiting production or stoppage of production causing
loss to Company.

1st offense - Dismissal

26. Encouraging, coercing, inciting or otherwise inducing any employee to engage in any
practice in violation of the company’s work rules.

1st offense - Dismissal

27. Infidelity in the custody of papers, records and other company properties.

1st offense - Dismissal

28. Unauthorized revelation, possession or reproduction of confidential information.

1st offense - Dismissal
29. Abuse of authority resulting to loss or damage to company property.
1st offense - Dismissal
 30. Engaging in activities during or outside work hours which are competitive with the
business of the company and/or which may prevent such employee from fully discharging his
duties and obligations to the company.

1st offense - Dismissal

31. Instigating or making false or malicious statement about any employee or company or its
product.
1st offense - Dismissal

32. Moonlighting and/or engaging in unauthorized competitive transactions or the same line
of business.

1st offense - Dismissal

33. Causing material wastage due to carelessness or covering up or to cover up defective

workmanship

1st offense - Dismissal

B. AGAINST PERSON

1. Disorderly Conduct

This includes gambling, quarrelling, horseplaying, threatening, intimidating, coercing,

bullying, abusing and provoking other employees, creating or contributing to a
disturbance, or otherwise engaging in scandalous behavior and other similar activities
within the company premises during working and non- working hours or during
authorized company functions or while on official business outside the company premises.

1st offense - Dismissal

2. Physical assault against another person, fist fighting, brawling within company or
customer’s premises.

1st offense - Dismissal

 1. Abuse to one’s authority or improper use of influence, power or authority of an
individual against another colleague or group of colleague. This includes misuse of
power that create a hostile or offensive work environment which includes but not
limited to the use of intimidation, threat, blackmail or coercion.

1st offense - Dismissal

C. AGAINST PUBLIC MORAL

i. Drinking Alcohol
This consists of reporting to work under the influence of alcohol or drinking the same
inside the company premises or during company functions, unless authorized.

1st offense - Dismissal

ii. Indulging in Prohibited Drugs

Possession of, using/taking prohibited drugs, trafficking or reporting for work under the
influence of drugs

1st offense - Dismissal

iii. Conduct of grossly indecent nature or using profane language in addressing another
person within the company premises or while on official business.

1st offense - Dismissal

iv. Causing ill-will and/or dissension, fomenting intrigues or dissemination of false

information among employees; or committing malicious slander against a co-employee.

1st offense - Dismissal

v. Sexual Harassment
Making sexual advances or request for sexual favours, or other verbal or physical conduct
(of sexual nature) to any employee, customer or any business associate.

1st offense - Dismissal

D. AGAINST SAFETY, SECURITY AND PUBLIC ORDER

1. Refusal to submit or failure to meet auditing, security or safety requirements of the

company.

1st offense - Dismissal

2. Force entry into the company office or premises after office hours without necessary
overtime work authorization or permission

1st offense - Dismissal

3. Staying or waiting within the company’s operational areas after working hours without
the proper authorization of the Department Manager or his assigned deputy.

1st offense - Final Written Warning

2nd offense - 3 days Suspension

3rd offense - Dismissal

4. Collecting contributions for any purpose from anybody within company premises
without authority from HRD.
1st offense - Final written warning

2nd offense - 3 days Suspension

3rd offense - Dismissal

5. Possession of firearms, explosives including firecrackers and pyrotechnics, deadly

weapons such as knives, ice picks, bolos, bow and arrow, etc within the company and/ or
customer’s compound/premises.

1st offense - Dismissal

6. Conviction of any crime.

1st offense - Dismissal

 7. Inciting or participating in riots, disorders, illegal strikes or similar actions detrimental
to company’s interest.

1st offense - Dismissal

8. Holding of unauthorized meetings during company time on company premises.

1st offense - Final written warning

2nd offense - 3 days suspension

3rd offense - Dismissal

9. Failure to observe safety and security rules resulting to fire within the company or
customer’s property.

1st offense - Dismissal

10. Disseminating wrong or false information which threatens and endangers the safety
of employee, visitors, clients and guests like false bomb threat.

1st offense - Dismissal

11. Creating or contributing to unsanitary or unsafe conditions e.g. spitting, urinating,

littering.

1st offense - Final written warning

2nd offense - 3 days suspension

3rd offense - Dismissal

B. Sexual Harassment
Republic Act No. 7877 states as a policy that the State shall value the dignity of every
individual, enhance the development of its human resources, guarantee full respect for human
rights, and uphold the dignity of workers, employees, applicants for employment, students or
those undergoing training, instruction or education. Towards this end, all forms of sexual
harassment in the employment, education or training environment are hereby declared
unlawful. Work, Education or Training - Related, Sexual Harassment Defined. - Work,
education or training-related sexual harassment is committed by an employer, employee,
manager, supervisor, agent of the employer, teacher, instructor, professor, coach, trainer, or
any other person who, having authority, influence or moral ascendancy over another in a work
or training or education environment, demands, requests or otherwise requires any sexual
favor from the other, regardless of whether the demand, request or requirement for
submission is accepted by the object of said Act.

In a work-related or employment environment, sexual harassment is committed when:

a. The sexual favor is made as a condition in the hiring or in the employment, re-employment or
continued employment of said individual, or in granting said individual favorable compensation,
terms of conditions, promotions, or privileges; or the refusal to grant the sexual favor results in
limiting, segregating or classifying the employee which in any way would discriminate, deprive
or diminish employment opportunities or otherwise adversely affect said employee;

b. The above acts would impair the employee's rights or privileges under existing labor laws; or

c. The above acts would result in an intimidating, hostile, or offensive environment for the
employee.

The provisions of prevailing laws on sexual harassment are hereby referred and incorporated as
part of the policy of the Company

C. Drug and Alcohol-Free Workplace

It is the policy of the Company to maintain drug and alcohol-free workplace. The unlawful
manufacture, distribution, dispensation, possession, or use of illegal drugs or the unlawful
possession, use, or distribution of alcohol in the workplace or as part of any activities of the
Company by officers, employees and staff members regardless of permanent or temporary
status, contractual or employed under Cooperative, pursuant to the Philippines Drug Law. The
workplaces are presumed to include all premises where the activities of the Company are
conducted.

D. No Smoking
 Smoking inside our building is strictly prohibited. This includes all corners of our building,
including warehouse, conference/training/meeting rooms and comfort rooms, particularly your
respective work area.

E. Preventive Suspension
Any officer or employee may be preventively suspended for not more than thirty (30) days
pending an investigation, if the charge against him involves dishonesty, oppression or grave
misconduct, neglect of duty or if there is strong reason to believe that the respondent is guilty
of charges which would warrant his removal from the service. An employee under suspension
shall not be entitled to receive compensation for the duration of such suspension. However, if
later found not guilty, he shall be immediately reinstated and paid his back salary from the time
of his suspension until the time of reinstatement.

Chapter 8: Separation from the Company

A. Resignation
An employee contemplating to resign should submit a written notice to the office through
Officer-in-charge, at least 30 days in advance, stating the reason therefore and specifying the
effective date of resignation. Before leaving, he should clear himself of all property and money
responsibilities.
No officer or employee under administrative investigation is allowed to resign pending decision
on his case if the charges are grave and proof of evidence of guilt is strong.

Chapter 9: General Regulations and Practices

1. Care of Equipment
Employees are duty-bound to take the best care of all office equipment entrusted to them and
should keep them maintained and in good condition at all times. No office equipment should
be brought home without proper authority. Employees are also liable for any loss or damage to
equipment entrusted to them.

2. Change of Personal Circumstances

It is important to keep information about your personal status updated to enable the Company
to perform valuable services for you from time to time. Therefore, you are required to notify
the Officer-in-charge not later than the next working day of the following changes:
1. Change of civil status (submit marriage contract in case of marriage a court decree in case of
legal separation or annulment)
2. Change of name
3. Change of address and/or telephone number
4. Additional dependents
5. Person to notify in case of emergency
3. Closing the Day’s Work

At the close of the day’s work, all computers, typewriters and other office machines must be
properly covered; books kept away; safe, filing cabinets and drawers locked; desks cleared of
papers and lights, air conditions and electric fans are put off.

4. Confidential Information
The confidential nature of the relationship between the Company and its clients is a basic
principle of our business. Every employee should, therefore, keep in strict confidence whatever
information may be acquired concerning the affairs of the Company.

If questions are asked or requests for information are addressed to an employee, he should
refer them to his Department Head.
5. Fighting
 Fighting will not be tolerated on company premises at any time, for any reason. If a fight does
occur, the HR will interview all witnesses to get the facts as to who started the fight and why.
Employees are expected to cooperate in any such investigation. Those found guilty of fighting
will be subject to discipline, up to and including discharge. Any employee who strikes a
manager or supervisor for any reason may be subject to immediate discharge.
6. Housekeeping
Work areas should be maintained in a neat and orderly manner. At the end of the work day,
employees are expected to perform a general “clean-up” of their area.
Personal belongings should be placed in areas which have been designated for such articles
and not left at work stations. Employees are expected to exercise reasonable care with respect
to personal property. Under no circumstances should purses, wallets, or other valuables be left
in plain view. The Company nor the management shall assume any responsibility over the loss
of theft of personal belongings.
7. Loafing
Loafing during office hours is prohibited. Printed books and papers other than those related to
the business of the Company should not be read during business hours.
8. Office Decorum
Employees are expected to remain in their respective place of assignments as much as possible
and shall not distract the attention of other employees from their work by engaging in loud and
unnecessary conversation.
9. Office Records
No employees shall release office records or copies thereof to third persons without the
knowledge and approval of the office.

10. Use of Company Properties

Use of Company property is for official purpose only except when authorized for personal use
by Senior Management.

11. Use of Office Address

In publishing articles or otherwise giving public expression of personal opinions on any subject,
employees should refrain from using the office as their address.
12. Use of Telephone
In order to keep telephone lines open for necessary business calls, employees are requested to
discourage any but emergency incoming and outgoing private calls.
13. Visitors
Receiving private visitors during office hours for reasons not connected with the business of
the Company should be minimized if not avoided entirely.
Resigned or terminated employees are not allowed to enter the bar premises.

Receipt and Acknowledgment

I, the undersigned, acknowledge receipt of the Employee Handbook for the employees of Pro
Group Trading and Merchandising Corporation I understand that the policies and benefits
described in it are subject to change and may be done so by Pro Group Trading and
Merchandising Corporation at any time for reasons it deems fit.

I further understand that my employment with the Pro Group Trading and Merchandising
Corporation is governed by the following agreement:
1. That I agree to diligently perform the duties and responsibilities pertaining to the job which I
have been hired for and other such duties that the management may assign from time to time.
2. That I shall faithfully comply with the company rules and regulations and meet the standards
of performance prescribed Pro Group Trading and Merchandising Corporation, to qualify for
regular employment.
3. That it is understood that in case of resignation, a thirty (30) days prior notice of intention to
resign should be given to the Management.
4. That it is understood that if, at any time, I am found unqualified or unfit for employment
after due process and careful evaluation of my work performance vis-a-vis the prescribed
standards of performance, Pro Group Trading and Merchandising Corporation may, in its
exclusive discretion, lay me off.

Confidential Information
I am aware that during the course of my employment confidential information will be made
available to me (i.e. product designs, marketing strategies, customer lists, pricing policies and
other related information, etc.). I understand that this information is proprietary and critical to
the success of Pro Group Trading and Merchandising Corporation and must not be given out or
used outside Pro Group Trading and Merchandising Corporation premises or with non- Pro
Group Trading and Merchandising Corporation employees. In the event of termination of
employment, whether voluntary or involuntary, I hereby agree not to utilize or exploit this
information with any other individual or company, or else risk litigation.

Printed Name with Signature