Table of Benefits: Non-Exempt Category (Agents)
All amounts are in Philippine Peso
Non- exempt Staff (Associates)
Agents - CSRs & TSRs, Back Office Analysts
During the Probationary (1st 6th months period:
Thirteenth (13th) Month Pay
(13th Month Pay + Other Benefits in Excess of
Php 90K, Taxable)
Night Differential Pay (taxable)
Regular Overtime Pay (taxable)
Regular Holiday (taxable)
Special Holiday (taxable)
Working on a Rest Day (taxable)
Performance Incentive Scheme for Agents
only*
(Other Benefits in Excess of Php 90K, Taxable)
Overtime Pay, Holiday Premium,
Night Differential Pay plus all other
applicable benefits listed below
With a minimum of one (1) month tenure, 13th month pay
is pro-rated on the employee's first (1st) year within a
calendar year, computation of which excludes allowances
and other benefits.
All non-exempt employees shall be paid a night shift
differential of 15% of regular wage for each hour of work
performed between ten (10) o’clock in the evening and six
(6) o’clock in the morning, local Philippine time, excluding
lunch break.
For work performed beyond eight (8) hours a day, all
non-exempt employees are eligible for regular overtime
pay equivalent to their hourly rate plus 25% thereof.
All employees are eligible to receive their regular daily rate
during regular holidays if they either reported or on paid
leave on the nearest working day prior the holiday.
If required to work during a holiday, non-exempt
employees shall be paid a compensation twice the regular
rate or equivalent to 200%for the first eight (8) hours. For
work rendered in excess of eight (8) hours, rate is
amounting to 260%.
For regular holidays which fall on a rest day and the
employee reported to work, for the first eight (8) hours,
premium rate is amounting to 260%. For work rendered
beyond eight (8) hours, rate is 338%.
All employees are eligible to receive their regular daily
wage during special holidays, provided they either
reported or on paid leave on the nearest working day prior
to the holiday. If required to work during a holiday, non-
exempt employees shall be paid additional pay premium
equivalent to 30% of the daily wage for the first eight (8)
hours of work.
For work done in excess of 8 hours (overtime work) during
a Special Holiday, employees shall be paid an additional
30% of their hourly rates.
For special holidays which fall on a rest day and the
employee reported to work, for the first eight (8) hours
premium rate is amounting to 150%. For work rendered
beyond eight (8) hours, rate is 195%.
All employees who reported for work during rest days are
entitled to an additional premium on top of the daily/hourly
rate. Employee shall be paid a compensation equivalent to
130% for the first eight (8) hours, and 169% for work
beyond eight (8) hours.
Any monetary performance incentive to be given out to
agents will be paid every 25th or end of the month payroll.
Entitlement thereto will depend on each agent's
performance metrics or rating that is set by management.
Bereavement Leave All full-time employees, probationary, or regular in status
are eligible for 5-days paid time off, applicable to the death
of an immediate family member (Parents, Step-Parent,
Spouse, Children, Step-Children,Siblings) defined in the
company's Bereavement Leave Policy. If unused, this is
non-convertible to cash.

In case of death of an employee, the Company shall

offer the following bereavement assistance inclusions:
● Life Insurance Coverage thru the Company’s
group life insurance and HMO provider;
● Full and final pay to be released to a family
member via check. Gift check worth PhP
1,500.00 to be released to a family member;
● Financial grant in the amount of PhP 10,000.00,
subject to applicable taxes, to be released to a
family member.

Solo Parent Leave Employees who have rendered at least one (1) year of
(RA 8972) service are eligible for 7-days Solo Parent Leave, given that
Solo Parent Card/ID be presented prior to availment and
which is subject to specific conditions for entitlement
under local labor law standards. Approval from the
employee's immediate supervisor and manager is needed.
Expanded Maternity Leave • Live Birth (normal or c-section) - 105 Calendar Days
(RA 11210)* • Solo Parent (under R.A. 8972) – Additional 15 Calendar
Days on top of 105
• Miscarriage or Early Termination of Pregnancy – 60
Calendar Days
• Maternity Allocation – 7 Days allocation is allowed to the
child’s father or an alternate caregiver, who is a relative
within the fourth degree of consanguinity or the
employee’s partner who shares the same household.
Provided that the same form be provided during the
maternity notification period.
Salary Differential for Maternity Benefit
Under the expanded Maternity Law, Salary Differential
should be paid by the employer. This is the difference
between the full pay and the SSS Maternity benefit.
Magna Carta for Women This special leave is available to women employees who
(RA 9710) are in service for at least one (1) year and have
rendered continuous aggregate employment service
of at least six (6) months. This is an entitlement to two
(2) months leave with full pay based on gross monthly
compensation (basic plus mandatory allowances)
following surgery caused by gynecological disorders.
Violence Against Women and their Children VAWC refers to any act or a series of acts committed by
(VAWC) any person against a woman who is his wife, former wife,
(RA 9262) or against a woman with whom the person has or had a
sexual or dating relationship, or with whom he has a
common child, or against her child whether legitimate or
illegitimate, within or without the family abode, which result
in or is likely to result in physical, sexual, psychological
harm or suffering, or economic abuse including threats of
such acts, battery, assault, coercion, harassment or
arbitrary deprivation of liberty.

Victim-employees are entitled to a paid leave of absence

up to ten (10) days, provided that she presents a
certification from the Punong Barangay or Barangay
Councilor, or prosecutor or the Clerk of Court, as the case
may be, that an action relative to VAWC is pending. This
may be availed only at the premise that the victim has
applied for a protection order with the intention to file a
case against her assailant, and these leaves be used to
attend to medical and legal concerns relevant to the case.
Paternity Leave Married male employees shall be entitled to a paternity
(RA 8187) leave of seven (7) days with full pay for the first four (4)
deliveries of the legitimate spouse with whom he is
cohabiting. and should notify the company two (2) weeks
before or within 30 days after childbirth of spouse or
miscarriage; subject to specific conditions provided under
RA 8187. A copy of his child's birth certificate may be
required as a supporting document.
Non-convertible to cash if unused.
Personal Time Off Personal Time Offs (PTO) are accrued at 1.83 days per
month from hire date, beginning every 1st of the month,
the following employee's hire date (probationary
employment).

The PTO accrual runs continuously every month, but

cannot exceed thirty (30) PTO credits at a time. Eligibility
for filing PTOs will start upon completion of the employee's
3rd month tenure.

Usage and approval will be subject to existing company

PTO application guidelines. Unused PTO credits December
31 of every calendar year shall not expire, and may still be
used in succeeding year(s). PTO conversion of unused
PTO credits is also applicable based on tenure guidelines
below -

Tenure Convertible PTO

Tenure
Category Credits
1 year to less
Neo Max of 5
than 3 years
3 years to less
Prestige Max of 7
than 5 years
5 years to less
Premiere Max of 9
than 7 years
7 and more Max of 11
Elite
years
 Fruit Basket for New Mothers
Additional Benefits:
HMO Plan with Dependent Enrollment for
Associate Levels / Intellicare
Group Life Insurance
Retirement Benefit
Fruit basket worth Php 1,000 to be delivered to female
employees and legal spouse of male employees upon
submission of a copy of birth certificate of the newborn.
Description
● Upon Start Date, employees will be eligible for the
Company's medical plan. A maximum of four (4)
qualified dependents, following the hierarchy rule, may
be voluntarily enrolled. The company will shoulder the
premium of two (2) dependents at 50%-50% sharing
agreement, while the premium for the rest (if any) will be
shouldered by the employee at full (100%) cost of the
premium - deduction for such will be applied on a semi-
monthly basis.
● Effective date of the coverage will depend on successful
completion of dependent enrollment requirements.
Enrollment of Dependents
● Upon Regularization, employees will be able to enroll
his/her HMO dependents.
● Dependent enrollment must be accomplished within the
first 15 calendar days from regularization date.
● The effective date of the coverage will depend on
successful completion of dependent enrollment
requirements.
● List of requirements area indicated in the enrollment
form
● Failure to meet the deadlines means that you forfeit the
chance to enroll your dependents under the company’s
HMO plan.
Submission
● Accomplished forms with attached supporting
documents must be submitted to the Compensation
and Benefits Team.
Description
● Upon regularization, employees will be part of the
company’s group life insurance coverage, with
retirement and voluntary top-up investment among
other benefits.
● Subject to and in accordance with the employee's
position and its corresponding Maximum Benefit Limit
(MBL)
● Includes the following: Life, Death, Group Total &
Permanent Disability Benefit (TPD), Group Accidental
Death & Disability Benefit (AD&D) and Group Terminal
Illness Benefit (GTIR)
Enrollment
● Benefits mentioned above will be initially processed by
the Compensation and Benefits Team (Requirements)
and will subsequently be endorsed to the Group Life
Insurance provider of the company for the final
processing.
Submission
● Accomplished form must be submitted to the
Compensation and Benefits Team.
Description
● Upon reaching 5th year tenure with Ubiquity,
employees are eligible for retirement benefits which they
can get upon voluntary separation from Ubiquity,
 subject to the existing computation and process of the
current Insurer.

Claiming Process
● Upon separation, employees have to fill-out the
separation form and submit a copy of their company ID
and another valid ID. Timeline of which is dependent on
the external vendor’s approval upon submission.
Separated employees will then be notified should this be
available either for pick-up or through bank transfer.

Optional Benefit: Voluntary Top-up Savings

● An employee can contribute any amount to form as their
Top-up Savings. This monthly top-up contribution shall
be charged against the employee’s monthly salary, to be
deducted semi-monthly, in line with our regular payout
dates (every 10th and 25th of the month). This is
voluntary, and is remitted by the Company to its
retirement fund manager.
● Enrollment is within 15 days upon regularization or every
contract renewal thereafter, while for existing
employees, enrollment and discontinuance are done
every renewal period.
● Accomplished enrollment and/or discontinuance form
must be submitted to the Compensation and Benefits
Team.
● Contribution of a specific amount is voluntary, and is
remitted by the Company to its retirement fund
manager.
● The contribution cannot be withdrawn in the course of
the employee’s active employment with the Company.
● The contribution and its yield can only be claimed upon
separation from the Company, subject to the fund
manager’s policies on the release of voluntary top-up
contribution.
● Interests rates will happen at the start of the 5th year
tenure and every year thereafter as per current interest
matrix of the insurer.

Tenure-Based Benefits Monetary Incentives Description

Tenure-Based Benefits Monetary Incentives for employees
who reach the category requirements.

\
Signature over Printed Name

Date Signe