BUSCO SUGAR MILLING CO., INC.

ORIENTATION TO
CODE ON EMPLOYEE
DISCIPLINE

Page 1
 STATEMENT OF POLICY
The Company considers the prevention of situation which
result in disciplinary action as one of the objectives of
effective employee-management relations. In given
circumstances, however, disciplinary action may be
required to correct and rehabilitate the employee and to
improve the effectiveness of the work force. Given such
conditions, the Company hereby promulgates the
following rules and regulations for the guidance of and
compliance by all employees. Violation of any provision
of this Code constitutes ground for disciplinary action and
will subject the employee to the remedial penalty
prescribed thereof

Page 2
 DEFINITION OF TERMS
1. Company- means the BUSCO SUGAR
MILLING CO., INC.
2. EMPLOYEE means all persons, including
contractual or temporary, casual, seasonal,
probationary and regular employees, under
employ and in the active payroll of the Company
3. COMPANY PREMISES means all landholdings
and buildings and all other properties owned or
rented by the Company. It also covers the work
area occupied by employees, including
company vehicles

Page 3
 DEFINITION OF TERMS
4. NARCOTICS means prohibited drugs that produce
a condition of insensibility and melancholy dullness
of mind with delusions and may habit forming.
Included among these drugs are opium, cocaine,
alpha and beta cocaine, Indian hemp, their
derivatives and all preparations made from them or
any having physiological action as a narcotic drug.
5. PORNOGRAPHIC MATERIAL means any
obscene or licentious film drawings cut-out, writing,
picture and the like

Page 4
 PENALTIES
REPRIMAND is a written warning to the erring
employee for commission of a simple offense or
offense committed for the first time as provided
under this Code.
SUSPENSION is a temporary physical detachment
from the service. The suspended employee
shall not earn any benefit during the period of
suspension i.e., vacation leave accruals, etc.
.

Page 5
 PENALTIES
PREVENTIVE SUSPENSION is an on-the-spot
suspension prior to or during an investigation,
where the employee’s continued service would
pose a serious or imminent threat or danger to
life of his co-employees or of his employer or the
Company property
DISMISSAL is a dishonorable separation from the
service. A dismissed employee loses his
accrued sic/vacation and other leave credits. He
shall also lose her right to separation pays as he
discharged for a cause
Page 6
 ABSENCES AND TARDINES
First Second Third Fourth
A. Unauthorized and Reprimand 3-day 5-day 10-day
unexcused absence Suspension Suspension Suspension
from work for one
(1) day shall be
considered as a
simple case of
absence.
B. Unauthorized and 5-day 10-day Dismissal
unexcused absence Suspension Suspension
for two (2) but not
more than six (6)
consecutive working
days shall be
considered as
excessive absences.

Page 7
 ABSENCES AND TARDINES
First Second Third Fourth
C.Unauthorized and dismissal
unexcused
absences from
work which exceed
(6) working days
shall constitute
abandonment of
work

Page 8
 ABSENCES AND TARDINES
First Second Third Fourth
D. Tardiness for five (5) Reprimand 3-day 5-day 10-day
times, or an Suspension Suspension Suspension
accumulated tardiness
of one hundred twenty
(120) minutes,
whichever comes first,
within (30) days period
starting from the first
day of tardiness, shall
constitute excessive
tardiness and shall be
considered as a single
and separate offense.

Page 9
 NEGLECT OF DUTY
-Every employee shall perform with diligence his duties and other related work
assigned to him/her.

First Second Third Fourth

Leaving working Reprimand 5-day 10-day Dismissal
assignment, Suspension Suspension
company premises
or work area, during
working hours
without permission
from or approval of
the immediate
Supervisor, (Coffee
breaks and other
similar established
practices are
excluded).

Page 10
 NEGLECT OF DUTY
B. SLEEPING WHILE ON DUTY

a. When as a Reprimand 3-day 5-day 10-day

result of the Suspension Suspension Suspension
offense, no
actual danger to
safety or
persons or
property
existed.
b. When as a 5-day 10-day 15-day Dismissal
result of the Suspension Suspension Suspension
offense, actual
danger to the
safety of
persons or
Company
property
existed.
Page 11
 NEGLECT OF DUTY
First Second Third Fourth
C. Malingering, Reprimand to suspension depending upon prejudice caused
loitering, wasting time to the Company as a result of the commission of the offense.
or any similar acts
detrimental to the
service of the
Company.
D. Performing work of Reprimand 3-day 5-day 10-day
personal nature or suspension Suspe Suspension
unauthorized nsion
participation in
activities which are
outside or regularly
assigned duties
during working hours.

Page 12
 NEGLECT OF DUTY
First Secon Third Fourth
d
E. Unnecessary delay or Reprimand to dismissal, depending on the gravity of the
failure to carry out official offense.
orders, regular assigned
duties or specific instruction
related to his work.
F. Knowingly submitting Reprimand to dismissal, depending on the prejudice
false, misleading or grossly caused by such act to the Company.
inaccurate data or
information about work or
other employees as a result
of neglect or failure to do his
duty to make proper
research, investigation
causing prejudice to the
Company

Page 13
 NEGLECT OF DUTY
First Second Third Fourth
G. Losing or Reprimand to dismissal, depending on the prejudice caused
misplacing by such act to the Company
Company
records which
causes
prejudice to
Company.

H. Failure to Reprimand 3-days 5-day 10-day

wear the Suspension Suspension Suspension
prescribed
uniform when
on duty.

Page 14
 NEGLECT OF DUTY
First Second Third Fourth
I. NOTE: In case of Reprimand 1-day 3-day 5-day
ID card or name Suspension Suspension Suspension
plate, the employee
immediately report
the loss to the office
of the Personnel
Dept in order to be
excused from not
displaying or
presenting same.
Then as soon as
practicable, he
should secure a new
ID card or name
plate.

Page 15
 NEGLECT OF DUTY
First Second Third Fourth
J. Failure to work overtime, Reprimand 3-day Suspension 5-day Suspension 10-day
without valid reason or Suspension
reasons, after signifying
willingness to perform
authorized overtime.
K. Failure to submit, without Dismissal
justifiable reason, Company
requirement for employment,
such as but not limited to
medical & X-ray, police or PC
clearance, etc.
L. Other acts or negligence or Reprimand to dismissal, depending on the gravity of the offense.
carelessness committed during
working time or on Company
premises resulting in injury to
oneself or to third persons or
to loss or damage to Company
property or otherwise causing
expenses to be incurred by the
Company.

Page 16
 CONDUCT AND BEHAVIOR
An employee’s conduct in the performance of his duties should be beyond reproach and
free from the appearance of impropriety. The following acts shall constitute violation of
this section
First Second Third Fourth
A. Fighting, provoking or Dismissal
instigating another
employees to engage in
a fight, within Company
premises or during
working time.
B. Inflicting or Dismissal
attempting to inflict
bodily harm or injury, in
any form, on fellow
employee, inside
Company premises.

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 CONDUCT AND BEHAVIOR
First Second Third Fourth

C. Quarrelling or using 15-day Suspension

disrespectful, abusive, indecent or
offensive language against another
employee within Company
premises.

D. Threatening, coercing or Dismissal

intimidating fellow employee or  
Supervisor of the Company
E. Assaulting a Supervisor or any Dismissal
Official of the Company, whether  
inside or outside Company
premises.

Page 18
 CONDUCT AND BEHAVIOR
First Second Third Fourth
F. On working time or 10-day 15-day Dismissal
within Company Suspension Suspension
premises, making false
statements against
another employee,
Supervisor or Official that
harm the reputation,
authority of official
standing of those
concerned.

G. Intriguing against 10-day 15-day Dismissal

another employee which Suspension Suspension
tends to cast dishonor,
discredit or contempt
upon the latter.

Page 19
 CONDUCT AND BEHAVIOR
First Second Third Fourth
H. Immoral conduct Reprimand to
within Company dismissal,
premises, regardless of depending on the
whether or not prejudice caused
committed during by such act to the
working time, including Company.
exhibition or distribution
of pornographic
materials.
I. Carrying or possessing Dismissal
explosives, firearms,
bladed or other lethal
weapons during working
time or on Company
premises, without due
permission or authority.

Page 20
 CONDUCT AND BEHAVIOR

First Second Third Fourth

J. Acts creating or 5-day 10-day 15-day Dismissal
contributing to unsanitary Suspension Suspension Suspension
condition such as but not
limited to spitting or
blowing of nose on walls,
throwing of cigarette butts
on floors or other
unauthorized areas,
improper use of lavatories
or toilets, unauthorized
writing, carving, etching,
painting, or posting
writings or drawings on
Company property which
tend to deface said
property.

Page 21
 CONDUCT AND BEHAVIOR
First Second Third Fourth
K. Improper conduct and Reprimand to dismissal, depending on the gravity of the
acts of gross discourtesy offense.
or disrespect to fellow
employees, Company
visitors, patrons/clients at
any time within Company
premises.

L. Drinking of alcoholic 10- 15-day Dismissal

beverages during working day Suspension
time or on Company time Suspe
or on Company premises, nsion  
except on Company
authorized occasions.

Page 22
 CONDUCT AND BEHAVIOR

First Second Third Fourth

M. Reporting for 10-day 15-day Dismissal
and/or rendering Suspension Suspension
work under the
influence of liquor or
narcotics
N. Gambling in any 10-day 15-day Dismissal
form, promoting or Suspension Suspension
assisting gambling
operations, betting,
conducting lotteries
or other similar acts
during working time
or on Company
premises

Page 23
 CONDUCT AND BEHAVIOR
First Second Third Fourth
O. Engaging in usurious Dismissal
loan transaction with any
co-employee
P. Possessing, using, or Dismissal
causing to be brought or
used, narcotics or
prohibited drugs into
Company premises,
except when officially
authorized or if such
drugs take the form of
medicine prescribed by a
Physician.

Page 24
 CONDUCT AND BEHAVIOR
First Second Third Fourth
Q. Knowingly harboring Dismissal
a contagious disease
which may endanger
the health of fellow
employees without
notifying appropriate
Company authorities.

R. Taking refreshments Reprimand Last 3-day 5-day

or snacks for an reprimand Suspension Suspension
unreasonable length of
time or at frequencies
more than that
allowed.

Page 25
 CONDUCT AND BEHAVIOR

First Second Third Fourth

S. Willful holding Suspension to dismissal depending on the gravity of the offense.
back, hindering or
limiting work output
or inducing or
encouraging fellow
employees to do so.
T. Refusal to submit 3-day 5-day 10-day Dismissal
or failure to observe Suspension Suspension Suspension
security
requirements of the
Company

Page 26
 CONDUCT AND BEHAVIOR
First Second Third Fourth
U. Entering any 3-day 5-day 10-day Dismissal
restricted area so Suspension Suspension Suspension
designated by the
Company without
prior authorization
from the person in
authority in the
Company.
V. Assisting any 5-day 10-day 15-day Dismissal
employee, without Suspension Suspension Suspension
due permission, to
enter Company
restricted
premises.
(May be modified depending on the gravity of the Offense or
damage caused the Company).
Page 27
 CONDUCT AND BEHAVIOR

First Second Third Fourth

W. Smoking in 3-day 5-day 10-day Dismissal
prohibited or so Suspension Suspension Suspension
designated “No
Smoking “
areas.
(Superseded)
X. Lending or Reprimand to dismissal, depending on the prejudice caused by such
giving one’s act to the Company.
uniform for the
use or benefit
of an
unauthorized
person to the
prejudice of the
Company.
Page 28
 CONDUCT AND BEHAVIOR
First Second Third Fourth
Y. Falsely representing to be an Suspension to dismissal, depending on the gravity of the
officer, agent or representative offense.
of the Company or any of its
offices or performing any act
pertaining to any person in
authority in the Company,
without being officially
authorized to do so.

Z. Moonlighting or rendering 5- 10-day Dismissal

services for another employer day Suspension
without the knowledge or Sus  
approval of Management pen
sion

Page 29
 CONDUCT AND BEHAVIOR
First Second Third Fourth
A1. Soliciting or collecting Dismissal
contributions, money or
material objects, for any
purpose not sanctioned by the
Company, during working time
or on Company premises.
B1. Soliciting or receiving Suspension to dismissal, depending on the gravity of the
money or anything of value, offense.
from any person, personally or
through the mediation of
another, to perform an act
prejudicial to the Company or
as condition for the
performance of one’s duty.
C1Bribing, or offering money, gift or Suspension to dismissal, depending on the gravity of the offense.
anything of value to any employee,
personally or through mediation of
another, to seek or qualify for
preference, benefit or favorable
condition of employment.

Page 30
 DISHONESTY

First Second Third Fourth

A. Stealing or Dismissal
unauthorized taking
of company
property.
B. Theft of property Dismissal
belonging to
another person,
committed during
time or on Company
premises.
C. Substituting or Suspension to dismissal, depending on the gravity of the offense.
attempting to
substitute Company
materials or
equipment with
another, with intent
to defraud
Company.

Page 31
 DISHONESTY
First Second Third Fourth
D. Falsifying time cards Suspension to dismissal, depending on the gravity of the
or any other timekeeping offense.
records or drawing salary
or allowance in any form
of money by virtue of
falsified time cards,
vouchers, receipts or the
like.
E. Knowingly punching Suspension to dismissal, depending on the gravity of the
the time card of another offense.
employee or having
one’s card punched by
another.
F. Concealing defective work Reprimand to dismissal, depending on the gravity of the offense .
which directly results in
prejudice to the Company.

Page 32
 DISHONESTY
First Secon Third Fourth
d
G. Knowingly giving false or Dismissal.
misleading information in applying
for employment; or giving false or
misleading information to seek or
to qualify for any preference or
benefit from the Company.
H. Knowingly giving false or Dismissal
untruthful statements or concealing
material facts in an investigation
conducted by authorized
representative of the Company.
I. Misappropriating, or withholding Dismissal
Company funds.
J. All other acts of dishonesty which Subject to disciplinary actions, depending on the gravity of the offense.
cause or tend to cause prejudice to
the Company.

Page 33
 COMPANY PROPERTY
First Second Third Fourth
A. Using Company Suspension to dismissal, depending on the gravity of the offense.
property, equipment or
materials for personal use
or purpose.
B. Unauthorized Suspension to dismissal, depending on the gravity of the offense.
possession, use or lending
of Company property.
C. Failure by the operator Reprima 3-days 5-day Suspension 15-day
or user to report nd Suspension Suspension
immediately any damage
to or defect of Company
machines or equipment
the operation or use of
which requires specialized
skills or training.

Page 34
 COMPANY PROPERTY
First Second Third Fourth
E. Without prior 3-day Suspension 10-day Suspension 15-day Suspension Dismissal
permission,
operating, or
tinkering with,
Company vehicles,
machines or
equipment the
operation or use of
which requires
specialized skills or
training, to which
the employee has
not been assigned.

F. Without prior 3-day Suspension 10-day Suspension 15-day Suspension Dismissal

authorization,
allowing third
persons to operate
or tinker with
Company vehicles,
operating machines
or specialized tools
and equipment.
Page 35
 COMPANY PROPERTY
First Second Third Fourth
F. Holding Reprimand 5-day Suspension 10-day 15-day
meetings on Suspension Suspension
Company
premises at
anytime without
permission from
Management

G. Altering Suspension to dismissal, depending on the gravity of the offense.

without
permission, or
falsifying any
Company record.
H. Allowing a 3-day Suspension 10-day 15-day Dismissal
person or Suspension Suspension
persons, other
than employees
of the Company,
to hitch ride on
Company trucks.
Page 36
 COMPANY POLICY
First Second Third Fourth
I. Deliberate Dismissal
destruction of
Company property.
J. Any act of vandalism Suspension to dismissal, depending on the gravity of the offense.
that damages, deforms
or otherwise destroys
Company property.
K. Violation of safety Disciplinary action shall be covered by the Safety rules and regulations of
rules, regulations and the Company.
general safety
practices like not
wearing of shoes
during office hours as
promulgated by the
Company.

Page 37
 SICK LEAVE
First Second Third Fourth
A. While in the office, going Reprimand 3-day Suspension 5-day Suspension 15-day Suspension
home on sick leave without
having first personally
secured previous
authorization from a
Company doctor.

B. In case of absence due to Reprimand to suspension, depending on the gravity of the offense.
illness, failure, to notify
Dept Head or Company
doctor of such absence
within 24 hours from the
first date of such leave.

C. Without prior The same penalties provided for excessive absences or abandonment of work, as
authorization or justifiable the case may be.
reason, extending the
original period of sick leave
previously authorized.

Page 38
 SICK LEAVE
First Second Third Fourth
D. Without Reprimand to dismissal, depending on the gravity of the offense.
justifiable reason,
refusal or failure
to report the
medical clinic as
instructed by a
Company
physician, while
on sick leave.

E. Leaving house 1-day Suspension 3-day Suspension 5-day Suspension 15-day

confinement Suspension
while on sick
leave against the
express orders of
the Company
doctor.

Page 39
 INSUBORDINATION
First Second Third Fourth

A. Willfully refusing, Suspension to dismissal, depending on the gravity of the

without valid reason, to offense.
comply with or obey official
orders or specific
instructions given by
superior authority.

Page 40
 CONFLICT OF INTEREST
First Second Third Fourth

A. Engaging, participating or Reprimand to dismissal depending on the gravity of

involving oneself, directly or the offense.
indirectly in any transaction,
undertaking or business
enterprise, where such
engagement, participation, or
involvement is improper or
undesirable in the interest of
the Company.

Page 41
 NEGLECT OF DUTY OR
MANAGERIAL OR SUPERVISORY
EMPLOYEE
Failure on the part of a Liable to the same penalty to be imposed to the
managerial employee or offender.
supervisor who has
knowledge of any violation
of this code and of other
Company work rules to take
steps to prevent and/or
report the same.

Page 42
 RESIGNATION

Failure of a resigning Dismissal

employee to serve advance
written notice to the Company
at least thirty (30) days notice
shall start from the date the
employee’s Department Head
receives the written notice.)

Failure of resigning employee

to continue to work, or render
actual service during the 30-
day period covered by the
advance written notice,
except when the employee
has unexhausted leave of
absence with pay and applies
and uses the same during the
same period.
Page 43
 SUCCESSIVE OR MULTIPLE VIOLATIONS
• Subject to a 12-month limitation period, progressive penalties shall be
applied to successive violations of the same rule other than in those cases
where a single violation of a rule warrants immediate dismissal. In other
words, any repeat violation of the same rule during the corresponding 12-
month period shall be penalized one (1) degree higher as prescribed in the
remedial actions for each offense, unless the new violation requires heavier
penalty in which case such penalty shall be imposed. Violation of the same
rule occurring after the 12-month period shall be considered as a first
offense.
• If at any time of the commission of the latest offense, the employee has
previously violated at least two (2) other separate rules embraced in this
Code, all committed within the 12-month period, the latest offense shall be
punishable by the next higher step or degree of the penalty prescribed for
the said offense.
• Where the fourth violation of the same provision or rule is punishable by a
penalty less than dismissal, the fifth and subsequent violations, if committed
within a 12-month period, shall be meted out of more drastic penalty
including that of dismissal.

Page 44
SUCCESSIVE OR MULTIPLE VIOLATIONS

• When a single act constitute two or more offense under

this Code, or when an offense is a necessary means for
committing the other, the penalty for the more/most
serious offense shall be imposed.
• When a single act constitute a violation both of this Code
and of the Safety rules and regulations of the Company,
the stiffer penalty provided shall be imposed.
• This Code is not all inclusive; any act, conduct or behavior
prejudicial to the interest of the Company, but not
specifically included in this Code, shall also be punishable,
the penalty to be imposed depending on the gravity of the
offense.

Page 45
 APPLICATION OF PENALTIES
• The proper penalty provided for in this Code, excluding dismissal, shall
be imposed by the Department Head. However, where the offense is or
may be punishable by dismissal, the Personnel Department shall
conduct their own investigation of the case, prepare a report with their
comments and recommendation and refer the same to the office of the
Administrative Manager for review and for imposition of the penalty of
dismissal. If the proper penalty after review is less than dismissal, the
case shall be referred back to the office of the Department Head
concerned for the imposition of the proper penalty.
• Where the employee has committed a serious offense and his continued
service or presence would pose a serious or imminent threat to the life or
property of his employer or co-employees, the employee may be placed
under preventive suspension by the Administrative Manager pending the
result of his investigation of the case.

Page 46
APPLICATION OF PENALTIES
• Where this Code does not specify the imposable penalty
for a particular offense but indicates instead a general
clause which states “reprimand to dismissal, depending
on the gravity of the offense”, the following
circumstances may be considered in determining the
appropriate penalty:
– Employee’s past disciplinary record within the 12-month period;
– Extent or amount of the same or injury caused by the act or
omission of the employee; and
– Degree of adverse effect of the offense on Company operations,
maintenance of discipline and external relationship or reputation
of the Company.

Page 47
APPLICATION OF PENALTIES
• Management, at its own discretion, considering the circumstances of
each case, may impose a graver penalty than that provided for in this
Code, particularly when the violation results in injury to person or
damage to property or both. In case of infractions involving damage
to property, the employee may be required to pay in full or in part the
amount of the damage caused by his/her act or omission.
• On the other hand, the imposable penalty in a particular case may be
reduced upon recommendation of the Department concerned, taking
into consideration the employee’s outstanding performance record
and length of service, subject to the approval of the Management.
• All standing future policies relating to employee discipline and work
rules, not inconsistent herewith, which were or may be embodied in
separate memorandum, shall be supplementary to this Code.

EFFECTIVITY: December 5, 1988.

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THANK YOU
Q&A
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