EMAPTA Philippines Employee Handbook

A Journey toEMAPTA
Welcome from Our CEO
I would like to personally welcome you to EMAPTA. As employees of the Company, we all share the
goals of establishing a world-class, high-performing business and protecting long-termemployment
security through marketsuccess.

Our Company is very different from most, one where the welfare of our workforce is shared jointly
with our Clients to whom so many of you are dedicated and who value your contribution to their
businesses as much as we value your contribution to ours.

We believe that the following values, as they relate to our Human Resources, are a significant factor
in our success:

Apply employment policies in a fair and consistentmanner

Attract and retain motivated, talented people
Promote mutual trust, respect and teamwork
Encourage promotion from within with competitive compensation
Practice open and timely two-waycommunication
Work collaboratively with our clients to ensure the needs of all are managed and expectations are met
Keep an open mind to new ideas and encourage innovation and risk-taking with the knowledge that sometimes we fail
Provide opportunity for all Employees to develop their potential and make the greatest use of their abilities

This Employee Handbook will provide you with the basic information about our employment practices, special benefits and privileges available
to all employees. However, because no set of policies can cover every possible set of circumstances, I urge you to ask your Human Resources
Representative about anything that is not fully explained in this Handbook. I also urge you to read it thoroughly.

Sincerely,

Tim Vorbach
CEO & Founder

www.emapta.com
TABLE OF CONTENTS – “A Journey To EMAPTA”
Part 1 About EMAPTA Page 5 Call-InRequirements Page 18

OUR VISION AND MISSION No Call/No Show Page 18

Page 6
Absence withoutOfficial Leave Page 18
Our Core Values Page 7
Unexcused Absences
Flexible Page 7
Page 18

Aspirational DRESS CODE Page 19

Page 7
Synchronized ENGLISH LANGUAGE POLICY Page 21
Page7
Transparency CONFLICT OF INTEREST Page 22
Page 7
Empowered Page 7
Employment of Relatives, Spouses and Non-Fraternization Page 22
Relationships Page 7
Acceptance of Gratuities Page 22
Our Culture Page 8
CONFIDENTIAL INFORMATION Page 23
Our Commitment to You Page 8
Our Expectation ofYou Client and Customer Information Page 22
Page 8
Non-Disclosure – TradeSecrets Page 23
Part 2 Our Employment Policies Page 9 PERSONNEL FILES Page 24

IN THEWORKPLACE Page 10 INFORMATION SECURITY Page 25

Equal Opportunity Page 10

SEXUAL HARASSMENT Page 27

Rights of Management Page 10

DISCRIMINATION Page 28
BULLYING Page 29
EMPLOYMENT STATUS Page 11
Definitions Page 11
Part 4 Employee Safety AndHealth Page 30
During your Probationary Period Page 11 DRUG AND ALCOHOL-FREE WORKPLACE Page 31
Upon YourRegularisation Page 12 WORKPLACE SECURITY Page 31

PERFORMANCE MANAGEMENT CYCLE WEAPONS Page 31

Page 13

Annual Performance Review ACCIDENTS AND GENERAL EMERGENCIES Page 32

Page 13
Performance Improvement Plan SMOKING POLICY Page 32
Page 14
OCCUPATIONAL HEALTH AND SAFETY Page 32
Part 3 DisciplinaryPolicies Page 15

ATTENDANCE POLICY Page 16

Definition Page 17
WorkingHours Page 17
Weekly Rest Day Page 17
Foreign Holiday Page 17
Philippine Holiday Page 18

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TABLE OF CONTENTS – “A Journey To EMAPTA”
Part 5 Compensation and Benefits Page 33 SIL USAGE POLICY Page 43
SIL and TOIL FORFEITURE Page 44
EMPLOYMENT CLASSIFICATION Page 34
NOTICE PERIOD IN LEAVE FILING Page 45
Rank-And-File Employees Page 34 MUTUAL FUND POLICY Page 46
Supervisory and Managerial Employees Page 34 HEALTHCARE Page 47
WORKING HOURS Page 34 Highlights Page 47
PREMIUM PAY Page 35 Coverage Page 47

Holiday Schedule Page 35 Dependents’ Hierarchy Coverage Page 48

AUTHORISED OVERTIME PAY MATRIX Page 36 HMO Guidelines in Enrolment ofAdditional Dependents Page 48

DETERMINATION OF WAGES Page 36 Change of Benefit Page 49

PAYROLL CUT-OFFS AND TIMELINES Page 37

Role ofEmployees Page 37

Part 6 Oflboarding Page 50

Role of Supervisors/Managers Page 37 SEPARATION Page 51

Role of Recruitment Onboarding Page 37 Voluntary Separation Page 51
Role of HumanResources Department Page 37 Resignation Page 51
Role of Payroll Department Page 38
Involuntary Separation Page 51
Payroll Dates Page 38
Just Cause Page 51
Payroll Coverage Page 38
Authorised Cause Page 51
SERVICE INCENTIVE LEAVE (SIL)
Page 39
Other Causes Page 51
TIME OFF IN LIEU (TOIL) Page 39
SERVICE INCENTIVE LEAVE TYPES Page 39
CLEARANCE PROCEDURES AND FINAL PAY Page 52

Vacation Leave Page 39

Sick Leave Page 40

Emergency Leave Page 40

SPECIAL LEAVES Page 41

Bereavement Leave Page 41

Maternity Leave Page 41

PaternityLeave Page 42
Solo Parent Leave Page 42
Violence Against Women and Children(VAWC) Leave Page 42

Magna Carta forWomen Page 43

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 Decades in business taught me
thatnothingevercomeseasywithout
h a rd w o rk a n d
persistence.
About When it’s hardest is
whenitmattersmostto
EMAPTA
stay the
course.
Tim Vorbach, CEO, EMAPTA

05
Our Vision and Mission
Our Vision Our Mission

Empower global talent to achieve life's fullest potential without We are transforming workplaces providing access to sustainable global careers
the need to workabroad. in amazing, close to home working environments by delivering best-in-class
technology and customized talent-driven solutions for international businesses.

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06
Our Core Values
The Company’s values are anchored to a core belief and discipline that if the business does the right thing by its clients then success will flow
naturally from thisinvestment.

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Our Culture
At EMAPTA, we believe strongly that the culture within our Our Commitment to You
business will be created by the people who work in the business;
EMAPTA’s investment in you begins even before you have received an offer of
that it is an organic thing that must be nurtured to allow it to evolve. employment. The Company prides itself on being able to identify employees of the
highest calibre – to receive this document is evidence that we believe in your
The foundation stone of our culture is Respect – for each other, for our potential to succeed.
colleagues in other parts of the company, for our clients and their customers
and our suppliers. This is just the start of your journey with us. We can’t tell you how long that journey
We believe strongly in family, your own families and the concept of EMAPTA as a is or when you will arrive at your destination. The road may be difficult at times; you
family where we look out for each other, we support each other – through good may have hard choices to make. It is different for every one of us.
times as well as the difficult – and we share our hopes, dreams and ambitions.
We accept that we will make mistakes from time to time but that we will learn What we can tell you is that EMAPTA is committed to your future, to giving you the
from them; we learn from our failures and we celebrate our successes. skills, tools and experience to be the best you can possibly be in your role.
We believe that no one person is greater than the whole; that together we can
achieve anything asked of us and more. We believe in teamwork and practice it And when we have helped you to be the best you can be, we will work with you to
daily. equip you with the skills, tools and experience you need to do the job you want to
We are passionate about what we do and want others to feel the same way; we do next. And this will go on.
enjoy what we do and believe it is okay to have fun at work, as long as the job
gets done.
Our Expectation of You
We believe success has its own reward – and we love being successful.
We are proud to work at EMAPTA and for making it the kind of company that In return, we ask only for your full commitment to the performance of your duties
other people want to workfor. and responsibilities thatyou:

• Adhere to the Company policies, rules and regulations

• Comply with the attendance policy
• Meet and perform the company’s work standards
• Respect each other

We believe this reinforces the mutual trust we place in each other as employer and
employee and forms the basis of an equitable partnership built on shared success.

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 EMAPTA
creates winning
In the partnerships
–between the employees and

Work Place their clients –and lets them get

on with the work while
EMAPTA takes care of the details.
Our EmploymentPolicies

Jennifer Laquian-Altura,
Graphic Designer

09
In the Work Place
Equal Opportunity Rights of Management
The Company does not discriminate on the basis of race, color, origin, gender, Management shall have the prerogative to regulate all aspects of employment,
belief, age or disability- in- employment. The global nature of the Company’s including, but not limited to, hiring, work assignment, work methods, time, place
business encourages a varied and diverseworkforce. and manner of work, tools to be used, process to be followed, supervision of
workers, working regulations, transfer of employees, work supervision, lay-off of
All aspects of employment are governed on the basis of merit, competence and workers and the discipline, dismissal and recall of workers.
qualifications and will not be influenced in any manner of discrimination or
inequality. In accordance with this prerogative, Management shall also have the right to revise
and/or amend this Handbook without consultation and as it deems necessary for
The Company’s commitment to Equal Employment Opportunity is reflected in all the continued effective operation of the business. All employees will be notified of
our employment decisions, including our: such changes and their effectiveness date in advance of such changes coming into
Recruitment Procedures effect and are expected to take responsibility and familiarize themselves with the
Hiring Practices impact of any revisions inadvance.
Selection Process
Internal promotions, transfers and job assignments
Selection for training and personal development
Layoffs and Termination

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Employment Status
The Company may also engage consultants and/or other service providers to perform such
Definitions
service/s as may be needed in its business operations. Said consultants and/or service
The following terms will be used to describe each classification of employment providers shall not be employees of the Company.
and status:
During your Probationary Period
Probationary Employees
are employees whose competence and qualification to assume the position All new employees are subject to a probationary period of at most 6 calendar months.
applied for are still under evaluation during a trial period of 180calendar days. During the probationary period, individual objectives, performance standards and
Company policies and procedures are communicated to the new employee. An
Regular Employees employee is expected to achieve the objectives and performance standards set out in
are employees that have passed their probationary employment, hence, have been their job description and comply withthe employment agreement.
given a permanent status. An employment shall be deemed to be regular where
the employee has been engaged to perform activities which are usually necessary An interim performance review is conducted on or around an employee’s first (1st),
or desirable in the usual business or trade of the employer. third (3rd) and fifth (5th) month to evaluate whether the employee is meeting the Key
Performance Indicators (KPI) set out in their job description and by the Management.
Project-based and Fixed Term Employees
are employees engaged for a specific project or undertaking, who are temporarily
At any time during the probationary period, the Company may terminate the
scheduled to work with the company’s full-time schedule for a fixed duration,
probationary employment due to any of thefollowing:
hence, the completion or termination of which has been determined at the time of
engagement of theemployee.
Failure of the probationary employee to meet the performance standards and
objectives required by the Company which show the incapacity to meet the
A project-based and fixed Term employee may acquire the status of a regular
standards of regular employment.
employee when continuously needed after the completion of the project or reach a
maximum of a 12-monthengagement. The probationary employee shall be informed of the termination of probationary
employment any time before the end of the probationary period, provided there is a
Fixed Term Part-Time Employees
clear and valid basis for said termination.
are employees hired and engaged for a specific project or undertaking, who are
temporarily scheduled to work fewer than thirty (30) hours weekly for a fixed
For termination of the probationary employment due to just cause, the Company
duration, hence, the completion or termination of which has been determined at
shall observe the procedural due process in termination of employment, which
the time of engagement of theemployee.
includes proper notice andhearing.

A fixed term and part-time employee may acquire the status of a regular employee
when continuously needed after the completion of the project or reach a maximum
of a 12-monthengagement.

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 Violation of Company Rules and Regulations, which constitute any of the following Upon Your Regularisation
just causes for termination of employment, such as:
An employee who meets the reasonable standards and requirements of the
Serious misconduct or willful disobedience of the lawful orders of the Company or position for which he was hired shall be endorsed for regularisation. Upon
Representative of the Company in connection with your work; regularisation, an employee shall enjoy benefits aflorded to regular employees, as
Gross and habitual negligence ofduties; contained in this Handbook and subsequent circulars and memoranda that the
Fraud or willful breach of the trust reposed by the company or duly authorised Company mayissue.
representative;
Commission of a crime or offence against the person of your employer or any other There will be no guaranteed salary increase upon the employee’s regularisation or
employee or the company’s duly authorisedrepresentative; and completion of probationary employment, unless otherwise advised by the client or
Any act analogous to any of the foregoing infractions as stated in the schedule of management.
disciplinary action.

Authorised causes for termination of employment, such as:

installation of labour-saving devices;

redundancy;
retrenchment to prevent losses;
closure or cessation of operations of the establishment or undertaking; and
disease

For termination of the probationary employment due to authorised cause, the Company
shall observe the 30-day notice requirement to the employee, to DOLE and shall comply
with all other requirements for a valid authorised cause termination of employment.
At any time during the probationary period, the employee may terminate the
probationary employment through his/her voluntary resignation, provided that the
30-day notice requirement is observed.

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Performance Management Cycle
Performance reviews help to: The goals and benefits of the performance review
Ensure that an employee is meeting performance criteria set out in their job
process are to:
description and by thecompany;
Ensure employees understood and acknowledge the agreed KPI;
Focus on the Company vision ensuring that all employees understand the business
needs and objectives; Promote a mutual understanding and two-way communication between managers
and employees about responsibilities, objectives and expectedperformance;
Ascertain training and development requirements and provide support for career
development; and Provide employees with clear and realistic feedback on performance objectives;
encourage quality of work, performance and job-relateddevelopment; and
Address areas ofperformance that require improvement.
Identify outstanding performance for career progression and successionplanning.

Annual Performance Review

EMAPTA reviews the performance of all the employees annually
commencing every April 1st of the year. All regular employees who Anniversary Date Processing Period
have reached their anniversary until April 30 of the year will be
January 1to April 30 April of the currentyear
included in the said performance evaluation. See the table for the
timeline of processing.
May 1to December 31 April of the followingyear

Note: Client staffs may have a varied cycle for performance review. For questions, please reach out to your dedicated Customer Experience Manager.

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 Performance Improvement Plan
This process takes place when a regular employee is having performance issues, wherein an employee is being monitored within a duration of
1-2 months to which specific procedures and measures are outlined to provide support and assist the employee in achieving the required level
of performance. If the employee fails on this process, he/she may be subjected to the applicable corrective action, including and up to
termination of his/her employment.

Is Gap due
Proceed with Disciplinary
NO to YES
Action - NTE- NCA
“behaviour”

Root Cause Is Gap dueto

Start
Analysis Competency

Enroll inPIP Identify KPIs

Draft PIP
YES discussion target and the
template -with
with duration ofthe
weekly checkpoint
the client program

Discuss the PIP Have the weekly

program to the check pointdiscussion Done with the
Passed? YES End
staff togetherwith to check on progress PIP successfully
team leader of performance

Proceed with
NO disciplinary action
NTE -NCA

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14
 Talent without
discipline is like
In the an octopus on
Work Place roller skates.
Disciplinary Policies
H. Jackson Brown, Jr.,
Author

15
Attendance Policy
The Company has a right to expect that its employees will attend
the work place and be on time in accordance with their
scheduled days and hours. However, it is recognised that there are
occasions when employees may have legitimate and justifiable
reasons for not being able to attendwork.

Attendance and punctuality are extremely important in ensuring

that the Company is able to meet its commitments; absences and
tardiness cause serious financial losses in terms of both cost
and lost revenue potential, disrupt planning and erode the
business’s efficiency.

The employee’s attendance and punctuality record is also a key

performance indicator for the Company in considering individuals
for promotion, salary increases, personal development
opportunities and re-hire eligibility.

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Definition All employees shall give special attention to absence patterns on what will be defined
as CRITICAL WORK DAYS such as:
Absence shall mean “failure to report for work”. For purposes of this policy,
Absences on scheduled holiday, Saturday, Sunday, or both
absence shall be classified as authorised and unauthorised.
Absence the day before/after a scheduled holiday or day off
Authorised absence refers to any absence that is approved, in advance or Absence the day before, during and after rest day
subsequent to the notification, by the employee’s immediatesupervisor. Coincidence of absence with desirable days off i.e. holidays, birthdays, etc.
Absenteeism trends arising from any of the above scenarios
Unauthorised absence refers to any absence which is not approved by the
Days identified by the account as critical work days that have impact on the business
immediate supervisor due to thefollowing:

No justifiable reason ispresented Foreign Holiday

Call-in procedure as provided for in this Handbook was not followed (e.g.
claims of emergency and medical-relatedabsences) A foreign holiday is necessary considering the nature of EMAPTA’s business where
Required proper documentation is not presented (e.g. sick leave, emergency most, if not all, of its clients are based overseas, particularly in Australia, the UK and the
leave, solo-parent leave, paternity leave) US. Such observance is applicable for the purpose of allowing EMAPTA to fix working
No advance notification was provided (vacation leaves) hours compatible with its businessrequirements.
Reason is invalid for emergency leave purposes such as calamity, or sickness
of an immediatefamily. Working Hours
No leave credits are available, unless otherwise authorised by the supervisor
No authorisation provided by supervisor due to business needs (unapproved The scheduled working hours of an employee shall comprise of up to eight (8) hours in a
vacation leaves due to business needs) day and up to forty (40) hours in any week, with minimum two (2) rest days falling on
any day of the week and not necessarily on weekends. Employees are required to
Overtime is defined as pre-approved amount of time employee works beyond strictly observe their prescribed work hours and break periods as determined by their
regular working hours department. Employees shall adhere to the call-in requirements if they are unable to
attend to their workschedule.
Tardiness is defined as being at the workstation at least one (1) minute past
the scheduled starting time.
Weekly Rest Day
Break period in a regular eight (8) hour work includes a one (1) hour unpaid lunch
break and two (2) fifteen (15)-minute paid break periods. The break periods are Employees of the Company are entitled to a rest period of not less than 48 hours after
generally consumed on first half of the shift and second half of the shift. every 5-consecutive normal working days.

Overbreak is defined as being at the workstation at least one (1) minute past
the scheduled starting shift

Undertime is defined as leaving work at least one (1) minute before the end of
the shift.

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Philippine Holiday Unexcused Absences
Any and all unexcused absences – where a supervisor has not given authorization –
An employee is expected to work on a declared Philippine Holiday as stated within the
shall be subjected to disciplinary action. Employees shall not, under any circumstances,
employment agreement. The employee shall be compensated for working on the said
be allowed to apply paid leave benefits to unexcused absence.
holiday in accordance with the Philippines Labor Law due to the nature of our business.

Call-In Requirements

For the purpose of this policy, an employee is required to follow the call-in procedures
under the following conditions:

Absence - An employee is required to notify designated point person of any

unplanned absence at least 2 hours before the start of his shift
Tardiness - An employee is required to notify designated point person of any
tardiness at least within the first hour of the shift.

No Call/No Show

If an employee fails to call in, as provided above and does not show up as scheduled, he
shall be subjected to disciplinary action leading to termination.

Absence without Oflicial Leave

Any employee who fails to call in, as provided above and fails to show up for work for a
period of three (3) consecutive working days, including Philippine Public Holiday, if
employee is following the client’s holiday, shall be deemed to be Absent Without Official
Leave (“AWOL”). In such case, the Company shall make all attempts to contact the
employee during the period of absence so that he may resume his work. If, despite all
efforts to locate him, the employee cannot be located, or the employee unreasonably
refuses to report for work, he may be subjected to a disciplinary action, leading to
termination, in accordance with the rules set forth in this Handbook.

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Dress Code
The Company holds the view that Employees should be
comfortable while at work. It therefore respects and trusts BUSINESS CASUAL ATTIRE (Gentlemen)
in its employees’ ability to dress appropriately for their
work environment. Allowed Not Allowed

The following key principles should beobserved: Long or short sleeves collared dress shirts,
Collarless shirts (t-shirts), sleeveless shirts
collared polo shirts/Jackets/vests/blazer
Business-casual attire should be worn from Mondays-Thursdays.
Light and tattered jeans, denims,shorts,
Casual attire is implemented every Fridays following the dress policy Dress slacks/corduroy/chinos/dark jeans cropped pants, exercise pants
guidelines as indicated in this handbook. However, if the need arose,
especially during client visits, business-casual attire should be worn Rubber shoes, canvass shoes,sandals,
by the employees. Leather, suede or nubuck shoes with socks
slippers, flip-flops
Business-casual attire is expected when meeting with outside
suppliers, customers or business associates and conducting trainings.

Employees are required to dresstastefully.

All clothing worn in the office should be clean, in good order, of

CASUAL ATTIRE (Gentlemen)
conservative style and colour and devoid of offensive messages
(either in words orpictures).
Allowed Not Allowed
Personal hygiene is a strict requirement. It is, therefore, imperative
for all employees to report for work well groomed.
Any item on the businesscasual list Sleeveless shirts
Supervisors shall see to it that these rules and regulations are strictly
complied with and shall immediately act on all violations thereof.
Shorts, cropped pants, exercisepants,
Employees violating this guideline shall be subjected to Collarless shirts (t-shirts) tattered jeans
disciplinary action, as prescribed in the table of offenses.

Rubber shoes, canvass shoes Sandals, slippers, flip-flops

Jeans and denimpants

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Dress Code
BUSINESS CASUAL ATTIRE (Ladies)

Allowed Not Allowed

Spaghetti-strap, haltered, backless or

Casual dress, blouse (fabric,neckline
tube-top blouse
and cut should be appropriate for
office work)
Any sheer or revealing clothing

Dress, slacks, dark jeans and skirts of Lightand tattered, denim pants, shorts, exercise pants, miniskirts,
appropriate length slits or dress, more than two (2) inches above the knee

Rubber shoes, canvass shoes,slippers,

Leather shoes, sandals flip-flops

CASUAL ATTIRE (Ladies)

Allowed Not Allowed

Spaghetti-strap, haltered, backless or tube-top blouse,miniskirts,

Any item on the business casual list
slits or dress, more than two (2) inches above the knee

Collarless shirts (t-shirts) Any sheer or revealingclothing

Jeans and denim pants, full-length pants Tattered jeans, shorts, exercise pants

Rubber shoes, canvass shoes Slippers, flip-flops

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English Language Policy
The Company recognises the benefits and realities of diversity and In this connection, the following guidelines shall be observed strictly:

employs individuals with a variety of skills and cultural

Only English can be spoken whilst in the office, wherever an employee may be in
backgrounds. the building and regardless of their role, department and seniority.

The only exception shall be made for personnel dealing with Filipino clients or
The use of standard English language in the work environment may suppliers and for reception staff who may be answering the phone to people
sometimes be necessary to ensure that good communication exists speaking a non-English language.

between interacting parties and to ensure the safety of all

Employees are requested to observe the English Language Policy on a voluntary basis.
employees. However, the Company reserves the right to introduce penalty and/or disciplinary measures
where the policy is widely and/or persistently abused and ignored.

It shall also be observed that the Company is serving business

customers in the US, Canada, United Kingdom, UAE, Singapore,
Australia and New Zealand, countries where the first language of
business is English.

The Company requires, therefore, that all employees speak the

English language in situations of a business necessity where the
use of another language will prevent mutual understanding of all
persons involved.

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Conflict of Interest
All employees must avoid situations where personal interests would conflict, or appear to conflict, with the interests of the Company.

An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain
for that employee, his relative, or close associate as a result of the Company’s business dealings. A situation in which an employee or
organisation is involved in multiple interest, financial or otherwise and serving one interest could involve working against another.

Employment of Relatives, Spouses and Non-Fraternization

To prevent conflicts of interest and actual or perceived favouritism, loss of objectivity to maintain employee morale and discipline and to help assure confidentiality of records and
security, relatives up to the fourth civil degree of consanguinity or affinity, or cohabiters of present employees may be hired by the Company only if the individuals concerned do not
work in a direct supervisory and working relationship with present employees-relatives.

Relatives within the fourth (4th) civil degree of Relatives within the fourth (4th) civil degree of aflinity
consanguinity include, but is not limited to, an employee’s: include, but is not limited to, an employee’s:

Child Spouse
Parent Parent-in-law
Brother/sister Daughter-in-law/son-in-law
Grandparent Sister-in-law/brother-in-law
Grandchild Grandparent-in-law
Aunt/uncle Grandchild-in-law
Niece/nephew Aunt-in-law/uncle-in-law
First cousin Niece-in-law/nephew-in-law
First cousin-in-law

Acceptance of Gratuities

There are instances when we will receive business gifts from an outside party. The term “business gift” includes hospitality and entertainment as well as gift items.

It is important that the acceptance of these “business gifts” are dealt with appropriately to ensure that no employee acts in any way that is detrimental to the integrity of the business or
the employee themselves, by accepting a gift in circumstances where it could influence, or be seen to influence, that employee's business actions or decisions.

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Confidential Information
The Company is responsible for the protection of its customers’ business affairs by safeguarding relevant information. Therefore, all employees
who have access to a customer’s information by nature of their jobs and position are enjoined to strictly observe confidentiality of this information.

Client and Customer Information Non-Disclosure – Trade Secrets

No customer information, regardless of how trivial or inconsequential they may seem, The protection of confidential business information and trade secrets is vital to the
shall be discussed with or divulged to anyone at any time, except as called for in the interests and the success of the Company. Such confidential information includes, but
performance of an employee’sduties. is not limited to, thefollowing:

Compensation and Benefits data

The business affairs of the customer shall not be discussed with its customer’s
Customer lists and information
employees except upon written instruction of the customer.
Financial information
Labour relations strategies
Discussion of a customer’s business affairs with other employees of the Company shall
Marketing strategies
be strictly limited to those currently engaged in the job or transaction.
New product research and development, unpatented inventions
Technical information
Discussion of customer’s business affairs with members of the employee’s family,
Pending projects and proposals
relatives by affinity and consanguinity, close friends and others is STRICTLY
Proprietary production processes
PROHIBITED. Any violation of this policy shall be penalised in accordance with the
Research and development strategies
schedule of disciplinary action.
Client proprietary information
Meeting minutes, email templates andforms

Any employee who discloses any trade secrets or confidential business information shall be subjected to disciplinary action and legal action.

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Personnel Files
Access to Personal Information
Employee "Personnel" and "Benefits" files are the property of the Company and
access to the information they contain is restricted.

External disclosure shall be allowed only in cases of a subpoena or legal process.

Change of Contact Information & Personal Details

It is the responsibility of every employee to reach out and inform their dedicated Human
Resources of any changes to their personal circumstances – address, marital status,
contact information etc. – as soon as they become aware of such changes to ensure
their personal data is up to date at all times.

From time to time, employees may be requested to reconfirm essential personal data
necessary for the effective operation of the business and are expected to comply
willingly with all such requests. A failure to comply, or to advise on changes in
circumstances, may constitute an offence and may be a basis for disciplinary action.

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IT Policy
EMAPTA provides a wide variety of computing and networking resources to its employees. Access to the resources owned by EMAPTA is a
privilege which imposes certain responsibilities and obligations on users. The use of the said resources is subject to EMAPTA’s policies and
regulations, and local, state and bylaws. All users of these resources must comply with specific policies and guidelines governing their use, and act
responsibly while using shared computing and network resources at all times.

IT Policy - Data Protection

EMAPTA will hold and collect data in relation to you in your employment. This is for the purpose of administration and management and, also in
compliance with applicable laws and regulations. All data will be treated with the utmost confidentiality.

EMAPTA is committedto:

Keeping all personal information confidentialand secure. Securing information and that it will not be disclosed to any external third party without your consent,
except where it is necessary in order to comply with statutory requirements or where an organisation is
Making sure the information is accurate, up-to-date and as
acting on behalf of EMAPTA. Internally, the information may be made available to your manager and/or
complete as possible removing irrelevant information as
members of the senior management team, as circumstances dictate. You may, at any time, request
necessary.
access to the information held about you; such requests should be made to your manager and access
Storing all personal information regarding your employment will be provided within a reasonable period.
on computer and in your personnel file. Copies of any leers,
memos or emails relating to changes in your terms and Ensuring that, in pro-active act, data and information are protected monitored through authorized data
conditions of employment may also be stored electronically lossprevention and protection are in place.
or on your personnel file.

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IT Policy-Acceptable Use

Employee may use only the computers, computer accounts, and computer files for On EMAPTA’s network and/or computing systems, do not use tools that are
which he/she has authorisation. normally used to assess security or to attack computer systems or networks (e.g.,
password 'crackers,' vulnerability scanners, network sniffers, etc.) unless Employee
Employee may not use another individual's account or attempt to capture or guess
has been specifically authorised to do so by the Information Technology - Security
other users' passwords.
Group.
Employee is solely responsible for appropriate use of all resources assigned to
him/her, including the computer, the network address or port, software and
hardware. Therefore, Employee is accountable for all use of such resources. As an
authorised user of resources, Employee may not enable unauthorised users to
access the network by using a computer of EMAPTA or a personal computer that is
connected to the network ofEMAPTA.

EMAPTA is bound by its contractual and license agreements respecting certain

third-party resources; Employees are expected to comply with all such agreements
when using such resources.

Employee should make a reasonable effort to protect Employee passwords and to

secure resources against unauthorised use or access. Employee must configure
hardware and software in a way that reasonably prevents unauthorised users from
accessing EMAPTA’snetwork and computing resources.

Employee must not attempt to access restricted portions of the network, an

operating system, security software or other administrative applications without
appropriate authorisation by the system owner oradministrator.

Employee must comply with the policies and guidelines for any specific set of
resources to which Employee has been granted access. When other policies are
more restrictive than this policy, the more restrictive policy takes precedence.

Employee must not use EMAPTA’s computing and/or network resources in

conjunction with the execution of programs, software, processes, or automated
transaction-based commands that are intended to disrupt (or that could
reasonably be expected to disrupt) other computer or network users, or damage or
degrade performance, software or hardware components of a system.

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Sexual Harassment
The Company upholds the right of every employee to dignity and respect in the work environment. It is the policy of the Company to prohibit
sexual harassment of its employees in any form by any person who having authority, influence or moral ascendancy over another within the
workplace. Sexual harassment refers to behaviour that is not welcome, that is personally offensive, debilitates morale and, therefore,
interferes with work effectiveness.

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Discrimination
The Company does not tolerate any treatment or consideration of, or making a distinction towards, an employee within the workplace by
virtue of the class or category to which the employee is perceived to belong. These include age, political inclination, social class, convictions
for which a pardon has been granted or a record suspended, disability, family status, health status, physical feature, gender, identity, marital
status, nationality, race, belief, gender preference and sexualorientation.

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Bullying
Any use of force, threat, or coercion to abuse, intimidate or aggressively dominate others. It is an act or verbal comment that could “mentally
hurt” or isolate a person in the workplace. Usually involves repeated incidence or pattern of behaviour that is intended to intimidate, offend,
degrade or humiliate a particular person or group of people.

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In the You are your last line of
defense in safety.
Work Place It boils down to you
Employee Safety and Health
Kina Repp, Safetyspeaker

30
Employee Safety and Health
The Company strives to provide safe working conditions for all employees. The physical premises where the Company operates shall be secured
by appropriate and reasonable means. Occupational safety and health of the employees are of prime importance to the Company. EMAPTA
Versatile Services Inc. makes every effort to comply with all workplace safety requirements. All employees are responsible for maintaining a safe,
secure and healthy work environment. Acts which threaten the safety and security of the work environment shall be treated as a violation of Code
of Conduct.

Drug and Alcohol-Free Workplace

Realising the adverse effects of alcohol use to the safety and productivity of employees
in the workplace, the Company hereby adopts the “Drug and Alcohol Free” policy.
Possessing, distributing, transferring, purchasing, selling, or using any alcohol or illegal
drugs or having their metabolites in one's body at any time while on Company property
(owned or leased) or while performing Company business is prohibited and may be
subjected to a disciplinary action in accordance with the code of conduct.

Additionally, consuming alcoholic beverages during lunch or dinner, or while attending

business-related activities (on or off premises) is unacceptable if employees are
coming back towork.

Workplace Security
The Company provides security which is one of the most vital aspects that an
employee looks for in a workplace before joining the company. It is the duty of the
management to provide a secure working environment to its employees.

Weapons
The Company strictly prohibits possession of deadly weapons of any type, including
firearms, knives and explosives, by employees during working time or at any
Company-sponsored event or on company premises, including parking lots.

The prohibition shall apply also to those weapons over which the employee has
obtained the necessary governmental permits.

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31
Accidents and General Emergencies Smoking Policy

Any unforeseen situation that demands an immediate response to an The smoking of cigarettes, cigars, e-cigarettes or other tobacco-based products is
emergency. Emergencies in the workplace can mean a disruption of work, strictly prohibited whilst on company premises, other than in those areas specifically
harm to employees or clients; and damage to materials, equipment, or designated by the Company for thatpurpose.
facilities, which include, but not limited to:

Earthquake
Explosion
Fire
Hazardous-substance Release
Medical
Weather-related Event
Threats of violence
Bomb Threats
Terrorism

Occupational Health and Safety

Every employee is responsible for the safety of all staff including themselves. Occupational Safety and Health of Workers in the Call Center Industry
(Department Circular No. 1Series Of2008)
Employees should practice good judgment and make every effort to practice safe HIV & AIDS (Dept Order No. 102-10 Series of 2010),
working habits in order to create a safe working environment. If an employee has Hepatitis B (Dept. Advisory No. 5 Series of 2010),
become aware of any unsafe circumstance or hazardous conditions, he/she must SARS (Dept. Order No. 47-03 Series of 2003),
report it to their manager and to the Human Resources Department immediately. Tuberculosis (Dept. Order No. 73-05 Series of2005),
Other analogous ordinances to be included as announced.
All employees are required to follow safety and security procedures. Violations are
subject to a disciplinary action in accordance with the Code of Conduct.

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 The real wealth of a
good gardener is not
his salary but the
Compensation mar vellous flowers
and Benefits he is raising in the
garden.

Mehmet Murat Ildan

Writer

33
Employment Classification
In order to determine eligibility for benefits and overtime status and to ensure compliance with Philippine Labor laws and regulations, EMAPTA classifies its employees as shown below.
EMAPTA may review or change employee classifications at any time.

Rank-And-File Employees Supervisory and Managerial Employees

(Job levels: EL10, IP20, SS30) are paid on an hourly or monthly basis and are eligible to (Job levels: TL40, ME50, HO60, DI70) are paid on a salaried basis and are not
receive all employee benefits under the Labor Code, including, but not limited to, eligible to receive overtime premium for work rendered beyond eight (8) hours, night
overtime, night differential and holiday premiumpay. differential, rest day and holidaypremium.

Working Hours
Hours of Work refer to all the time an employee renders actual work or is required to be on duty or to be at a prescribed workplace. The normal hours of work in a day are 8 hours. This
includes scheduled breaks or rest periods of 15minutes on the first and second half of the shift, but excludes meal periods, which shall not be less than one hour.

An employee shall be paid his or her wages for all hours worked. If all or any part of his or her regular work hours falls between 10:00 p.m. to 6:00 a.m., he or she shall be entitled to a night
shift differential pay in addition to pay for his or her regular work hours, or works for more than 8 hours in one day, he or she shall be entitled to overtime pay, except when he or she is
classified as managerial or field personnel, or is one who works in the personal service of another, or is one who is paid by result, as defined by law.

Deductions from an Employee’s pre-determined salary, other than the legally mandated deductions, regardless of the employee’s exemption status, shall be made in any of the following
circumstances:

Absent from work for a full day or more for personal reasons, sickness, or disability Suspension for infractions under this Handbook and other circulars and
where use of accrued leave credits has not been authorised, under the principle of memoranda that the Company may issue pertaining to safety rules and the
“No-Work-No-Pay” prevention of serious danger to Company premises and its employees

Any change of status from Exempt Employee to Non-exempt and vice versa shall be subjected to the approval of the management.

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Premium Pay
An employee is entitled to at least 100%of his basic wage even if he does not report for work on a Regular/Special Holiday, provided he is present or is on leave of absence with pay on the
work day before theholiday.

Night Shift Diff Pay Regular Holiday Special Holiday

Conditions Regular Holiday Special Holiday
(10PM – 6AM) on Rest Day on Rest Day

First 8 working hours 10% 100% 260% 130% 150%

Holiday Schedule
During the course of the calendar year and in subsequent years, the Company will generally observe a mix of Client territory holiday and Philippine National Holidays.

Observance of territory holidays will be determined by business need and/or Client requirements and is included in the Employment Agreement.

Type of
Public Holiday Schedule Entitlement Action Item

If Rank and File staff reports towork Additional 100%

of the dailyrate
None
Philippine If Supervisory/Managerial staff reports towork Additional leave
Regular per dayworked
Holiday Employee needs to file for Public Holiday leave via
If staff does not Regular daily rate empowerteams for documentation purposes only; it will not
report to work be deducted from the leave credits

If Rank and File staff reports towork Additional 30%of

the daily rate
Philippine None
If Supervisory/Managerial staff reports towork Additional leave
Special per dayworked
Non-
Working Employee needs to file for Public Holiday leave via
If staff does not empowerteams for documentation purposes only; it will not
Holiday Regular daily rate
report to work be deducted from the leave credits

Note on PHholiday
for staff who *If an employee who follows a client holiday prefers not to come to work on a PH holiday, s/he needs to seek for an approval from the client or immediate supervisor.
follows clientterritory Client or Immediate Supervisor may approve or disapprove the leave request depending on the business need.
holiday:

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 Type of
Public Holiday Schedule Entitlement Action Item

If Rank and File staff reports towork

Regular daily rate None
If Supervisory/Managerial staff reports towork
Client Territory or
National Holiday Paid if there is enough leave
If staff does notreport
balance, otherwise, it will be Employee needs to file for Vacation Leave via empowerteams
to work treated as leave withoutpay

Authorised Overtime Pay Matrix

Regular Work Rest Day Regular Regular Holiday Special Holiday Special Holiday
Conditions Day Holiday on Rest Day on Rest Day

After the first 8 hours 125% 169% 260% 338% 169% 195%

Undertime work on any particular day shall not be offset by overtime work

Example: An employee whose shift is from

From To Duration Comments
8am – 5pm reports for work 30 minuteslate.
The same employee extends his shift up to Shift 8:00am 5:00pm 8 hours excluding meal break
7pm. Computation of overtime and
undertime shall be asfollows: Actual Hours 8:30am 7:00pm 9.5 hours excluding meal break
Tardiness 8:00am 8:30am 30 mins for deduction

Overtime 5:00pm 7:00pm 2.0hours for payment

Determination of Wages
An employee’s annual, daily and hourly rate is derived based on the following formula:

Annual Salary = MonthlyRate x 12months Daily Rate = Monthly Rate x 12/261* working days in a year
Semi-monthly Rate = Monthly Rate/2 Hourly Rate = Monthly Rate x 12/261* working days in a year / 8 working hour in a
day

*Factor rate adjusts to 262 working days in a year during Leap Years
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Payroll Cut-Offs and Timelines
Role of Employees Role of Human Resources Department

Employees are responsible for ensuring their timekeeping records are accurate Human Resources is responsible for ensuring the timely processing and
through proper use of empowerteams and the Biometric System recording their endorsement to Payroll of all information relevant to the processing of payroll for
attendance at the workplace .Note: empowerteams details is used to compute all employeesincluding:
the payroll of the employees. Biometrics may be used to validate attendance if Salary adjustments for existing Employees arising from promotion, transfer,
deemed necessary. merit/annual increase etc.
In the event that there is an empowerteams error / failure, employees are Payroll corrections
advised to log in or log out through the site biometrics. Biometrics log will be Changes in Employees’ personalinformation
used to validate attendance for such cases. Attendance Management (DTR, leave applications, overtime, undertimeand
change of schedule requests)
Claims for overtime should be properly filed and authorised, in advance, by a Attrition Report
supervisor, manager or client.
Additionally, the following information will be provided by Human Resources for all
Claims for leave should be processed in a timely manner and filed with the
or some Employees:
attendance management, as soon as possible, to ensure an employee’s payroll is
accurate and meets all appropriate deadlines for processing. Sales Commissions and otherbonuses
HMO Benefit deductions for additional dependents
Where employees are presented with payroll information to validate, this should be
SSS Salary Loan payments
carried out in a timely manner respecting all deadlines.
HDMF SalaryLoans

Role of Supervisors/Managers
Supervisors and Customer Experience Managers are responsible for ensuring
employees meet their responsibilities in ensuring the amount they are paid is
correct.

Role of Recruitment Onboarding

Recruitment Onboarding is responsible for ensuring the timely processing and
endorsement to Payroll of all new Hire information (Employee Number, Name,
Department, Position, Date Hired, Salary, TIN, SSS,Tax Code).

Ensure timely endorsement of ReferralIncentives to Payroll.

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Role of Payroll Department Payroll Dates

The Finance Department is responsible for the payroll process, specifically: Payroll is run twice a month on the 5th and 20th day, regardless of whether said
days fall on a normal bank day or on a bank holiday.
Calculation of all relevant statutory and non-statutory deductions in conjunction
with EMAPTA’s payrollprovider
Payroll cut-offs are the dates upon which bi-monthly salary periods are locked to
Final sign-off onpayroll
allow personnel engaged in the payroll process adequate time to process data and
Payment of salary and benefits into Employees’ bank accounts
facilitate disbursement of salary toemployees.

Payroll Coverage

The payroll cut-off dates are asfollows:

Payroll Coverage Payout Date Component Statutory Deductions

• Semi-monthly basic pay &

allowances
• Applicable absences,
Attendance from 26th of the previous tardiness, undertime • SSS Contribution
month to 10th of the current Month 20th of the month Payout • Approved bonuses & • PhilHealth Contribution
commission • Pag-IBIG Fund Contribution
Cut-off: 10th of each month • Duly acknowledged cash • Expanded/ Withholding Tax
advances, loans & other
deductions

• Semi-monthly basic pay &

allowances
• Applicable absences, • SSS Contribution Adjustment, if
Attendance from11th to 25th of tardiness, undertime
the current Month any
5th of the following month • Approved bonuses & • PhilHealth Contribution
Cut-off: 25th of each month commission Adjustment, if any
• Duly acknowledged cash • Expanded/ Withholding
advances, loans & other Tax
deductions

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Service Incentive Leave (SIL) Time Off In Lieu(TOIL)
It is the policy of the Company to provide its employees sufficient and reasonable Supervisors and Managers are not entitled to holiday premiums when they report
periods of rest, recuperation and time to attend to personal concerns in accordance during Philippine public holidays. However, they will be given an additional day or
with any agreed terms. Time Off In Lieu (TOIL) for every day that they report on a Philippine public holiday,
regardless if it is a Regular or Special Holiday.
The Company provides qualified employees Service Incentive Leave each calendar year
which are given on a pro-rated basis upon their joining the Company.

Service Incentive Leave may be used for any of the purposes described below subject to
the requirements for the filing and authorization of each leave type having been met.

For purposes of this policy, the following Authorised Leaves of Absence are provided
with Implementing Guidelines.

Service Incentive Leave Types

Vacation Leave
Employees are encouraged to take some time off from work to rest and recharge their energies, as well as devote time to pursuits essential to their development as total persons.

All employees are eligible to avail themselves of Vacation Leave (VL) days as Vacation leaves of less than 5 days shall be filed a week prior to the scheduled
authorised by this policy. leave. Vacation leaves of 5 days or more shall be filed a month before the
Employees on probationary status may not schedule and avail of VL days during scheduled leave.
their probationary period, unless with the explicit approval of their immediate VL may be scheduled for a period of more than four (4) hours or 1/2 day but
supervisor, after taking into consideration the client’s or management’s never less than four (4) hours or 1/2 day. A leave of less than four (4) hours is
requirements. In such circumstances, any approved leave will be considered considered as undertime with a corresponding adjustment in the employee’s
authorised without pay and will not be deducted from the employee’s overall salary for thatday.
SIL. Uponregularisation, employees may avail of their total SIL allocation.
All vacation leaves, whether paid or without pay, must be scheduled beforehand
and are subject to approval by an employee’s immediate superior, after taking into
consideration the client’s and management’s requirements. All approved VL
requests must be filed prior to the leave date. The Company reserves the right to
request the employee to defer his vacation leave if it will adversely affect business
requirements and operational efficiencies ofthe Company.

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 Sick Leave
The Company recognises that employees may get sick or injured and that a reasonable period of time away from work may be required. Paid sick leave is a benefit provided by the
Company to enable employees to continue on paid status during a genuine illness or injury.

All employees will be provisioned Sick Leave (SL) days as authorised by this SSS Sickness benefit may be availed of upon full exhaustion of Company SL
policy. benefit, following the rules and regulations of the Social Security System.
Employees on probationary status may avail of SL days. However, such days shall
be considered authorised but without pay and will not be deducted from the
employee’s overall SIL.
SL may be scheduled for a period of more than four (4) hours or 1/2 day but never
less than four (4) hours or 1/2 day. A leave of less than 4 hours or half a day shall
be considered as under-time and the employee’s salary for that day shall be
correspondingly adjusted.

Emergency Leave
Emergency leave is leave requested to deal with the effects of unusual or unplanned circumstances. Only the below emergency cases are considered valid:

Natural Calamity (Flood/Storm/Earthquake; Needs

Barangaycertificate)
Personal or Domestic Disaster (Fire/Pipe
Burst/Burglary)
Transport Strike affecting usual route to and from
the office
Sickness or Death in the Immediate Family or Spouse’s Immediate Family (Immediate
family is defined as parents, siblings, spouse and children - medical certificate should
be provided)

Wherever possible, employees should request leave in advance from their manager
or client. However, given the purpose of this leave, it is recognised that this will not
always be possible. Where someone is requiring leave during any working day to
attend to an emergency, they must request leave from their immediate line manager
notifying him/her of the reasons for leave and the likely duration of absence.

Where it is not possible to notify the manager or client in advance of taking leave,
the employee must contact their Manager/Client/HR on the first day of absence and
notify him/her of the reason for the absence and the likely duration of any
subsequent absence they are requesting. Failure to observe these guidelines may Filing of leaves via attendance management system should be done within 24 hours
lead to non-approval of emergency leave and may be sanctioned as unauthorised from returning towork.
absence. All emergency leaves should be filed immediately upon return to work to
HR.

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Special Leaves
Bereavement Leave Maternity Leave
With first level manager approval, Bereavement Leave of up to three (3) days All pregnant employees are entitled to avail the Maternity Leave as guided by the Maternity
shall be given to all regular employees for: Leave Policy under the Social Security System (SSS).

Bereavement purposes
In accordance with the law, the Company allows female employees to take a leave of
Attending the funeralservices
absence to prepare for childbirth and to rest/ recover after childbirth, miscarriage or
Making immediate arrangements associated with the death of a member of a
medical abortion as recommended by a doctor. Maternity leave (ML) guidelines are as
family, as provided below
follows:
Bereavement Leave shall not be considered part of the Service Incentive Leave
Any pregnant employee who has rendered an aggregate service of at least six months
system and, as such, is an additional benefit afforded to employees.
for the last twelve months immediately preceding the expected date of delivery or
complete medical abortion as recommended by a doctor or miscarriage, is entitled to
Pay allowance shall not exceed eight (8) hours per day at straight time* or salary
the applicable ML benefit.
prorated. Bereavement pay shall not be paid in addition to any other type of benefit
ML must be scheduled once pregnancy is medically confirmed. Length is 105 calendar
pay for the same days such as Holiday or Vacation leave pay.
days for live childbirth, regardless of the mode of delivery and an additional 15 days if
the employee is a Qualified Solo Parent under Republic Act No.8972, 60 calendar days
Time paid for bereavement shall not be counted as hours worked for computing
for miscarriage and emergency termination ofpregnancy.
overtime.
Employees shall be entitled to the income benefits as stated by SSS for the duration of
This benefit is available in the event of a death in an employee’s: the ML as long as duly accomplished form and requirements are submitted to payroll
on a timelymanner.
Immediate family ML applies to all deliveries/miscarriages/complete medical abortion Immediate family
Spouse's immediate family as recommended by a doctor regardless of the number of occurrences.

For purposes of Bereavement Leave, "Immediate Family" is defined as Spouse, Child,

As part of the procedures, all pregnant employees shall inform the Human Resources
Parent, or Sibling.
Department through the Maternity Notification Form to determine the expected date of
Maternity Leave. HR shall also inform the client about the expected maternity leave date.
As part of the process, employee who will be on bereavement leave should inform
Human Resources.
Maternity Leave taken without prior notice is considered AWOL and shall be treated as
leave without pay. Appropriate disciplinary action shall be taken for unapproved leaves. If
Employee who will be availing the said benefit shall be required to submit a copy of a
there would be any changes on the ML schedule, an approval by the immediate supervisor
death certificate and proof of relationship before the leaves of absences are
and an advice to the HR Department are required. ML extension shall be first charged to the
authorised and paid.
employee’s SIL credits. Approved authorised extension of leave upon exhaustion of all
credits shall be considered as unpaid. Employees who are on ML cannot earn VL/SL
credits.

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 Paternity Leave Solo Parent Leave
All married male employees are entitled to seven (7) days Paternity Leave (PL) as Solo Parent Leave is a benefit in addition to company’s leave entitlements.
guided by the Implementing Rules and Regulations of the Paternity Leave Law. Parental Leave is seven (7) days granted to single parents who have rendered
Employees shall inform the Human Resources Department that they will be availing service of at least one (1)year to enable him/her to perform parental duties and
the paternity leave benefit, provide a copy of the birth certificate of his child, his responsibilities if child/ children are below 21years old and/or where physical
marriage certificate and secure an approval from their Manager, with due notice to presence is required. To avail of this leave, solo parent should present his/her Solo
the client and file a leave of absence thru ESP. Parent ID from the Department of Social Welfare and Development (DSWD).

Paternity Leave taken without prior approval is considered absence without official All solo parents shall inform the Human Resources Department that they will be
leave and shall be treated as leave without pay. Appropriate disciplinary action shall availing the solo parent leave and secure a prior approval from their Manager, with
be taken for unapproved leaves. Any changes on the Paternity Leave schedule due notice to client and file a leave of absence through ESP.
require the approval by the immediate supervisor and an advice to the HR
Department. Solo Parent Leaves shall not be considered part of the Paid Time Off system and,
as such, is an additional benefit afforded to employees.
In accordance with the law, Company allows married male employees to take a leave
of absence to enable him to effectively support his wife, who has delivered a child or Violence Against Women and Children (VAWC)Leave
suffered a miscarriage/complete medical abortion as recommended by a doctor, Under Section 43 of Republic Act 9262, victims under the said law shall be entitled
during the period of recovery and/or nursing a newborn. Paternity leave (PL) to take a paid leave of absence up to ten (10) days in addition to other paid leaves
guidelines are as follows: under the Labor Code, extendible when the necessity arises as specified in the
protection order. Leaves not availed of are non-cumulative and not convertible to
PL applies only to the first 4 deliveries/miscarriages/complete medical abortion
cash. The leaves under VAWC may only be availed of if the victim has applied for
as recommended by a doctor of the employee’s legitimate wife with whom he is
any protection order with the intention to file a case against her assailant.
cohabiting.
Employees shall be entitled to full regular basic pay, excluding premium or any
To be entitled to the leave benefit, the only requirement is for the victim-employee
other extra compensation.
to present to her employer a certification from the Barangay Chairman or
PL may be availed of consecutively or on a staggered basis, i.e., before, during or
Barangay Kagawad, or prosecutor or the Clerk of Court, as the case may be, that
after the delivery/miscarriage/complete medical abortion as recommended by a
an action relative to VAWC is pending.
doctor, provided that leaves do not exceed 7days. The leave shall be availed of no
later than 60 days after the date of delivery/miscarriage/complete medical
abortion as recommended by a doctor. PL may be scheduled for a period of more
than 4 hours or 1/2 day but never less than 1/2 day. A leave of less than 4 hours is
considered as under-time.
Unused PL credits are non-cumulative and non-convertible to cash.

Paternity Leaves shall not be considered part of the Service Incentive Leave system
and, as such, is an additional benefit afforded to employees.

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 Magna Carta for Women All employees who will be on leave following a surgery caused by gynecological
A woman employee shall be entitled to a special leave benefit of two (2) months with disorders shall:
full pay based on her gross monthly compensation following surgery caused by
Secure prior approval from their Manager, with due notice to the client;
gynecological disorders. Leaves not availed of are non-cumulative and not
Inform the Human Resources Department that they will be availing of the benefits
convertible to cash.
under the Magna Carta forWomen;
Submit a copy of the medical certificate and the approval of their Manager, with
As guidelines for the implementation of special leave benefits for women in the
proof of notice to the client, to the Human Resources Department; and
private sectors, the Department of labour and Employment issuedDepartment Order
Filea leave of absence through empowerteams.
No. 112-11,Series of 2011.All women employees in the private sector, regardless of
age and civil status, are entitled to special leave benefits, provided she has complied Magna Carta for Women shall not be considered part of the Paid Time Off system
with the following conditions: and, as such, is an additional benefit afforded to employees.

She has rendered continuous aggregate employment service of at least 6 months

for the last 12months;
She has filed an application for special leave;
She has undergone surgery due to gynecological disorders as certified by a
competent physician.

SIL Usage Policy

The company provides qualified employees, both for staff level and Supervisors/Managers, an annual leave with pay every year which can be used as vacation leave, sick leave, or
emergency leave. Leave credits are earned upon hire and may be used upon regularisation.

It is the responsibility of the Employee to ensure that leaves do not have a negative operational impact on the Company’s business. Ideally, an employee should take all of his/her leaves
in the year.

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SIL and TOIL Forfeiture
Policy
The company operates in ‘use it or lose it’ policy with regards to Service Incentive Leave credits and Time off in Lieu. As such, the following
guidelines are implemented:

All employees who are regularised on or before September 30 of the current year
Where an employee ends the calendar year with a positive SIL balance, the first set of at Where an employee ends the calendar year with a positive TOIL balance, at most
most five (5) unused SIL days shall be converted to its cash equivalent via normal salary five (5) unused TOIL days shall be carried forward to the immediately following year,
disbursement on or before March 5 of the immediately following year; the second set of at extending its usage until March 31 of the said year. Carried-forward TOIL days that remain
most five (5) unused SIL days shall be carried forward to the immediately following year, unused on April 1 shall be forfeited.
extending its usage until March 31 of said year. Unused SIL days in excess of 10 days
shall be forfeited by January 1 of each year. However, this may still be subjected to changes based on the business direction of the
client or of the management. Any changes will be discussed to the employees
Carried-forward SIL days that remain unused on April 1 shall be forfeited. concerned ahead of time.

All employees who are regularised after September 30 of the current year

All Service Incentive Leave (SIL) and Time Off In Lieu (TOIL) including leaves earned from working during public holidays in any calendar year will NOT be forfeited on January 1
but will be allowed to be utilized until March 31of the following year with a new allocation being applied January 1.

When an employee separates voluntarily with due prior notice of 30 days, Regular and probationary employees shall be on forced leaves during client
maximum of five (5) earned and unused SIL allocation will be convertible to holidays. For regular employees, it shall be taken against their leave credits while
cash and paid as part of their Final Pay. This benefit shall not apply in situations the probationary employees will follow the ‘no work no pay’ principle hence, it will
where the required 30-day notice period has not been met, except when the
be treated as unpaid unless otherwise advised by the client to use accrued leave
Company has voluntarily agreed to waive said notice period. Employees under
probation or fails probation period shall not be entitled to conversion of leaves credits in advance.
since earned leave credits can only be used upon regularisation.
Rank and file employees who are following the client holidays, will be entitled
All employees are required to file a leave of absence during the client holidays to holiday premium pay when they report during the Philippine holidays.
and these leaves will be deducted against their leave credits. All employees
are also required to file a ‘Public Holiday’ leave during Philippine holidays however,
these leaves will not be taken against their leave credits and will only be used for
documentation purposes.

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 Approximately Ten (10) days of leaves may be taken during the common For resignation/termination prior to regularisation, the advanced leaves
Christmas shutdown. Regular employees will have ten (10) days deducted against during compulsory shutdown will be deducted from employee’s final pay. This
their available leave credits. In the event that the regular employee does not have SIL Usage is subject for client’s approval and leave policy per department/client.
sufficient leaves, the remainder shall be treated as Leave Without Pay. Probationary
employees may be granted advanced leaves which will be taken away from the
earned credits that have been accrued from their start date.

Notice Period in LeaveFiling

Vacation Leaves Number of Days
Notice Period
All employees must observe the notice period in filing all the leave applications, on Leave
specifically the vacation leaves.
Not more than 5days 1 week

More than 5days 1 month

Sick Leaves
During sick leaves, all employees must inform HR on every instance of absence. All medical-related absences of two (2) days shall require a medical certificate from the Company’s
accredited clinic/hospital, for regular employees covered with the HMO benefit or clinic/hospital of choice, for those who are still on probationary employment or under the Mutual
Fund benefit .

A fit-to-work medical certificate form issued by the same accredited clinic/hospital shall be required for three (3) or more days of absences.

Filing of leaves via attendance management should be done within 24 hours from returning to work.

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Mutual Fund Policy
As an alternate to the HMO, EMAPTACares is presented as an option to augment employee savings. EMAPTACares allows staff to maximise
their benefits, at their own disposal (e.g. medical purposes, personal activities, leisure, other interests).

Mechanics & Qualifications:

For the purpose of this policy, an employee is required to follow the call-in procedures
under the following conditions:

Employees are entitled to this benefit upon regularisation where employees may
claim the following amounts as indicated in the timeline table below. Higher rates
may be withdrawn on later years on the assumption that no withdrawal has been
made so that principal amount may yieldinterest.

If an employee resigns prior to the date in the timeline, they will only be entitled to
the amount that was completed (e.g. employee who resigns before the 3rd year on
the job shall only be entitled up to P12,000. Same condition applies to redundancy
and termination).

Withdrawals may be done on May and October every year or upon resignation
after the 3rd year. Fees, charges and taxes will be applied.

Timeline Amount

Regularisation P3,000 (net of taxes andfees)

2nd year Up to P12,000 (net of taxes andfees)

3rd year Up to P20,000 (Net of taxes and fees)

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HealthCare
It is the policy of the Company to provide a group hospitalisation benefit for employees (and their qualified dependents, as provided below)
who, during the course of their employment, shall suffer from illness or injury which requires hospitalisation or medical attention.

Highlights
For the purpose of this policy, an employee is required to follow the call-in procedures
under the following conditions:

All employees are eligible for enrolment upon regularisation. Employees may extend the benefit to eligible dependents only upon their
regularisation.
The annual premium shall be fully borne by the Company.
The Company shall shoulder 100%of the annual premium for the first approved
Maximum Benefit Limit (MBL) shall be dependent on the job level of the employee.
dependent.
MBL shall cover both In-patient and Out-patient services.

Coverage

Room and Board Maximum Benefit Limit

Job Level
Principal Dependent Principal Dependent

Rank and File / Supervisory Regular Private Regular Private PHP 120,000 PHP 100,000

Managers Regular Private Regular Private PHP 150,000 PHP 120,000

Executives Regular Private Regular Private PHP 300,000 PHP 150,000

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Dependents’ Hierarchy Coverage

Enrolment MUST follow hierarchy below:

Status Primary Enrolee(s) Secondary Enrolee(s)

Single Parents (up to 65 yearsold); THEN Siblings (15 days – 21years old) eldest toyoungest

Married Spouse (up to 65 yearsold) THEN Children (15 days –21 years old) eldest toyoungest

Children (15 days–21 years old) eldest

Single Parent - OR - Parents (up to 65 years old)
to youngest

**Hierarchy may be skipped if dependent has HMO coverage elsewhere (proof must be provided, e.g. copy of HMO card).

HMO Guidelines in Enrolment of Additional Dependents

Employees should be able to fill out the HMO Enrolment Form during the submission of
the pre-employment requirements.

Addition, removal, or changes in enrolled dependents within the contract year is not
allowed except on the followingconditions:

Change in status of principal member (e.g. single to married, single to single

parent, married to widow,etc.)

Changes in dependents on limited conditions (e.g. death of primary dependent,

legal separation, new-born child, etc.).

These exceptions must be enrolled within 30 days from date of change (e.g. not
later than 30 days upon delivery of new-born, marriage of single member, etc.)

Deductions will start on first payday after enrolment and will end once premiums have
been fully paid which is set every 30th of October of the year. Separated employee will
not recover cost for any payments made regardless if utilised or if separation happened
in the middle of quarterlyperiod.

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Change of Benefit
If employee arrives at a position where HMO coverage will be preferred, a switch to HMO benefit is allowed. Employee must send a letter of
request to HRdepartment 45 days before effectivity of transfer.

No further benefits will be deposited to EMAPTACares from the date of the letter to cover HMO enrollment fees.

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 There's alot
of places
youcan find happiness.
Offboarding Work, whenstructured right,
is oneof the
few places
youcan find meaning.
Joel M. Podolny
VP of HR & Dean of Apple University

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 Separation
When an employee’s job ends either voluntarily or involuntarily:

Voluntary separation includes resignation orretirement Involuntary separation is when an employee is terminated by the employer.
Employees can be terminated for authorised or just causes.

Voluntary Separation

Resignations
An employee may separate from the company by serving a written notice to the employer at least thirty (30) days prior to the effectivity date of separation. Failure to do such may
hold the employee liable for damages in accordance with the employment agreement.

Involuntary Separation
The Company may terminate an employment for any of the following causes:

Just Cause Infliction with any disease where continued employment is prohibited by law or is
prejudicial to the employee’s or his co-employee’s health
Violation of the company code on employee discipline the penalty for which
The health of the employee which, upon validation by a competent public health
is dismissal
authority (government doctor), renders the employee unfit to work for a period of six
Serious misconduct or willful disobedience to the lawful orders of the
(6) months or more (other than instances related tochildbirth)
Company or its representative
The closing or cessation of operation of the Company, or where the company has to
Gross and habitual neglect of an employee’s duties reduce its work force by more than one-half due to serious business reverses
Fraud or willful breach of the trust placed in an employee by the Company or
its representative Other Causes
Commission of a crime or offense against any officer or employee of the
Company, or any immediate member the Company’s representative End of contractual or temporary employment as specified in a contract (this shall be
Other analogous cases considered as an expiration of a contract and not a termination of employment)
For probationary employees, failure to qualify as a regular employee in accordance
with Company standards made known to the employee at the time he was hired
Authorised Cause
Failure to complete pre-employment requirements within the prescribed period
The installation of labour-saving devices, redundancy, orretrenchment Poor performance in the course of employment
to prevent losses

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 Clearance Procedures and Final Pay
The separating employee needs to accomplish his/her clearance on/before his/her last day. The completely signed document shall then be endorsed to HR for review and processing.
Payroll team shall then reach out to the employee once the final pay is available.

Turnaround time is 30 working days from the employee’s last day or from employee’s submission of his/her completed clearance, whichever is later.

Upon resignation of an employee, all benefits shall be forfeited except the following:

Employees’ proportionate thirteenth monthpay If the service of an employee is terminated due to retrenchment to prevent losses,
closure or cessation of operations, or financial reverses, or where the employee
If the service of an employee is terminated due to the installation of labour-saving suffers from a disease under the circumstances discussed above, the employee
devices or redundancy, he shall be entitled to a separation pay equivalent to at shall be entitled to a separation pay of one month or at least one-half month for
least one (1)month pay or to at least one (1)month pay for every year of service, every year of service, whichever is higher. A fraction of at least six months shall be
whichever is higher. A fraction of at least six months shall be considered one whole considered as one wholeyear.
year

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The journey is never ending.
There's always growth,
improvement, adversity; you
gotta take it all in and do
what's right, continue to to
grow and continue to live in
the moment.

Antonio Brown
Football Athlete

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