Contents · PDF file3.1.1 Probationary Period and Standards ... Bel-Air, Makati City, Philippines ... A Client cannot access their AutoDeal account Lead Developer QA Engineer

The SirQo Group, Inc. Page 2 of 20

10 Jupiter St., Brgy. Bel-Air, Makati City, Philippines 1209

Contents

1 Introduction .............................................................................................. 4

1.1 Foreword.......................................................................................... 4

1.2 Contacts for Questions..................................................................... 4

2 Corporate Overview ................................................................................. 5

2.1 Company Overview – Autodeal.com.ph............................................ 5

2.2 Company Milestones......................................................................... 5

2.3 Mission…………................................................................................ 5

2.4 Vision……………............................................................................... 5

2.5 Values…………................................................................................. 5

2.6 Organizational Structure.................................................................... 6

2.7 Chain of Command........................................................................... 7

3 Guiding Principles in the Workplace ....................................................... 8

3.1 Employment...................................................................................... 8

3.1.1 Probationary Period and Standards for Regularization...... 8

3.1.2 Attendance......................................................................... 8

3.1.2.1 Overtime and Extended Work Hours Policy......... 8

3.2 Confidentiality............................................................................. ..... 8

3.3 Theft and Fraud ......................................................................... ..... 8

3.4 Discrimination and Sexual Harassment .......................................... 9

3.5 Violence, Threat and Weapons......................................................... 10

4 Compensation and Benefits.......................................................................... 11

4.1 Compensation........................................................................ 11

4.2 Holiday Schedule .................................................................. 11

4.3 Overtime and Night Shift Differential...................................... 11

4.4 Payroll.................................................................................... 12

4.5 Expenses.............................................................................. 12

4.6 Benefits.................................................................................. 12

4.7 Vacation Leaves..................................................................... 12

4.8 Sick Leaves............................................................................ 12

4.9 Maternity Leave..................................................................... 13

4.10 Paternity Leave...................................................................... 13

4.11 Solo Parent Act Leave........................................................... 13

4.12 Mobile Phone Allowances...................................................... 14

4.13 Medical................................................................................... 14

4.14 Healthcare Coverage for Dependents.................................... 14

4.15 Separation.............................................................................. 15

4.15.1 Retirement Process................................................... 15

4.15.2 Resignation................................................................ 15



5 Code of Conduct............................................................................................. 16

5.1 Discipline Policy & Process..................................................... 16

5.2 Disclaimer................................................................................ 19

5.3 Acknowledgement................................................................... 20



1 Introduction

1.1 Foreword Welcome! We are excited to have you on the team!

This Employee Handbook is a first step to jumpstart your journey here in The SirQo Group, Inc. This handbook contains important information about the company, mission and vision, values, culture and work guidelines and benefits that will help you to be successful at The SirQo Group, Inc. For clarifications or concerns on the handbook, please approach your Immediate Supervisor/Manager for assistance. Welcome again and we wish you the best of luck!

1.2 Contact for Questions

Any questions regarding this document should be redirected to: Office Manager

Phone: 632-8941891



2 Corporate Overview

2.1 Company Overview - AutoDeal.com.ph

AutoDeal is an automotive e-commerce platform that helps prospective car-buyers compare vehicles, find promos and connect online with car dealerships across the country. AutoDeal generates business and revenue by selling Lead Generation and Lead Management Subscriptions to automotive manufacturers and dealerships.

Lead Generation refers to the consented provision of customer details (name, location, contact details) to a client.

Lead Management refers to technology to assist clients in managing customer leads.

2.2 Company Milestones

AutoDeal.com.ph was founded in April 2014. AutoDeal.com.ph version 1.0 launched in April 2014.

AutoDeal.com.ph received funding from FutureNow Ventures, a venture capital firm at the end of 2014.

AutoDeal.com.ph set-up office at 10 Jupiter Street Makati in June 2014. AutoDeal.com.ph re-design version 2.0 launched in January 2015. AutoDeal.com.ph generated its first revenue from Chevrolet Philippines in January 2015.

2.3 Mission

AutoDeal’s mission is to become the number one online automotive web platform, in terms of audience size, value and revenue in the Philippines.

2.4 Vision

To provide prospective car buyers with a destination to find comprehensive information on vehicles and to help them conveniently and safely connect with accredited dealership representatives.

2.5 Values

Fully Committed - to improving yourself and helping colleagues improve.

Substance over Flash - focusing on the things that matter over the things that are fashionable. A Will to Win - getting to where we want to be, no matter what it takes. Always Adaptable - to take advantage of new opportunities. Pride - in being a little different.



2.6 Organizational Structure



2.7 Chain of Command

Who to Contact

Leave Request (SL) To Cc

Tech Team Chief Technology Officer Office Manager, Lead Developer, Lead Designer

Support Team Support Team Lead Office Manager

Content & Marketing Business Development Manager, Digital Marketing Manager

Office Manager

Business Dev, Sales & Dealer Training Teams Business Development Manager

Office Manager

MANCOM Founders Office Manager

Anything Else HR or Finance Related Office Manager

Technical (Not Client Related) To Cc

The website/app appears to be down. Chief Technology Officer Lead Developer, Founders

You’re having issues with your e-mail account. Chief Technology Officer Office Manager

You can’t access the AutoDeal site admin Chief Technology Officer Lead Developer, Your Team Leader

Technical (Client or User Related) To Cc

A Client cannot access their AutoDeal account Lead Developer QA Engineer, Business Development Manager, Trainors/Account Manager

A Client cannot access their Promoter account Lead Developer QA Engineer, Business Development Manager

Dealership Microsite not working Lead Developer QA Engineer, Business Development Manager

Editorial Issues

Complaint about promo Content Team Lead Business Development Manager, Founders

Complaint about vehicle specs Content Team Lead Business Development Manager, Founders

Complaint about blog or anything else written by content team

Content Team Lead Business Development Manager, Founders



3 Guiding Principles in the Workplace

3.1 Employment

3.1.1 Probationary Period and Standards for Regularization

You are first employed as a probationary employee for a minimum period of ninety days to a maximum of one hundred eighty days from your start date, unless sooner terminated for cause. Your regularization shall be dependent on your meeting and fulfilling standards of good performance and behavior. The Company may evaluate your performance at any time during the probationary period. Evaluation shall be made by your immediate supervisor/manager or such other representative appointed by The Company. The Company reserves its right to terminate your probationary employment, at any time, even prior to the expiration of the prescribed probationary period, should you fail to meet and comply with the performance standards as stipulated in this handbook and your employment contract.

3.1.2 Attendance

Work schedules are five (5) days a week, 9 hours of work rendered per day including one (1) hour meal break. In the event of your inability to report for work, you are required to notify your immediate supervisor at least two (2) hours before the start of work hours. Should your immediate supervisor be unavailable, you are required to contact another member of the management team.

3.1.2.1 Overtime and Extended Work Hours Policy

Overtime is work performed in excess of the daily working hours or on rest days or public holidays at the request of the supervisor / team lead. All employees except managerial employees are entitled to Overtime claim. As a general rule, overtime is not encouraged. The necessity for overtime will be at the sole discretion of the Supervisor. However, in cases that overtime may be required; the applicable overtime premium will be awarded to concerned employees. Hours rendered beyond regular work hours will have to be justified, authorized and subsequently approved by the Immediate Supervisor/Manager prior to pay-out of premium through payroll.

3.2 Confidentiality

You will maintain strict confidentiality as regards all matters concerning the Company and will not divulge any information regarding the Company to outsiders, without the prior written consent of the Company. In addition to the provisions of this clause, your confidentiality obligations towards the Company shall be governed by the terms and conditions of the Confidentiality and Non-Disclosure Agreement stated on Employee’s contract which you have signed.

3.3 Theft and Fraud Fraud: fraud refers to any intentional act committed to secure unlawful or unfair gain.

The Management through this policy will be responsible for investigating all complaints of dishonest behavior, fraud or misconduct and taking suitable actions as per company disciplinary procedures.



Fraud may involve:

Misappropriation (theft) or willful destruction (e.g. property, records, etc.) or loss of assets including cash, inventory etc.

Unauthorized personal use of company assets

Bribery and corruption i.e. where someone is influenced by payment or benefit in kind to unreasonably use his or her position to give some advantage to another

Inappropriate relationships with third parties thereby causing conflict of interest

Manipulation, falsification or alteration of financial statements, other records or documents

Suppression or omission of the effects of transactions from records or documents

Recording of transactions without substance

Deliberate misapplication of accounting or other regulations or policies

Disclosing confidential information to third parties without authority

3.4 Discrimination and Sexual Harassment

This policy is designed to ensure that all employees of The SirQo Group, Inc. are fully aware of the type of behavior which is expected of them by the Company in the workplace and at any work related events. Discrimination The Company will not tolerate unlawful discrimination in the workplace and wishes to ensure that each member of its Employee is treated with respect and feels comfortable in the workplace. Discrimination will include less favorable treatment of another person due to a person’s gender, race, age, marital status, etc. This may take various forms some being direct or indirect. This will apply to all Employees, in their dealings with co-workers both in the workplace and at any work related events such as Christmas parties or conference and in their dealings with clients, contractors and suppliers. Sexual Harassment This is any unwelcome behavior of a sexual nature which humiliates, intimidates or offends another person. Some instances of sexual harassment are more obvious than others. The Best policy is to always act with caution and be sensitive to the possible perceptions of others. Behavior which you may find funny may offend others. If an employee believe that he/she has been subjected to discrimination or harassment or is aware of any discriminatory conduct or sexual harassment which has taken in the workplace, it is his/her responsibility to inform the Office Manager or if preferred, inform their immediate supervisor. All employees should note that if the Company becomes aware of any discriminatory behavior or harassment, it may of its own initiative take disciplinary action against the offender even though no complaint has been made regarding offender’s conduct. Please refer to the policies and procedures manual for detailed process.



3.5 Violence, Threat and Weapons

Threat & Violence

The company shall make efforts to provide a workplace free from violence and to protect and support victims and those threatened or exposed to acts or threats of workplace violence by offering security measures and identifying appropriate resources for providing support and assistance. Violence may be defined as:

Verbal abuse in person or over the phone

Written abuse – letters or emails

Threats

Ganging up / Bullying / Intimidation

Physical or Sexual Assault

Malicious damage to property of Employee, customers or The SirQo Group, Inc.

All individuals are encouraged to be alert to the possibility of violence on the part of employees, former employees, customers, and strangers. Employees shall place safety as their highest concern, and shall report all acts of violence and threats of violence. All reports of violence will be handled in a confidential manner, with information released only on a need-to-know basis within The SirQo Group, Inc. community and in accordance with local laws and regulations. Management shall be sensitive and responsive to the potential fear of reprisal by employees who report threats or acts of violence. This policy prohibits retaliation against any person who, in good faith, reports a violation of this policy. Every effort will be made to protect the safety and anonymity of anyone who comes forward with concerns about a threat or act of violence. It is the responsibility of every Employee to take any threat or violent act seriously and to report acts of violence or threats to the appropriate authorities as set forth in this policy. Department heads, managers, and supervisors are also responsible for communicating the policy to all employees under their supervision, ensuring that facilities are as safe as feasible, identifying and providing violence prevention training to employees as appropriate, and ensuring that all employees are aware of how to report potential threats. Weapons Company employees, are prohibited from carrying, maintaining, or storing a firearm or weapon on any company facility, even if the owner has a valid permit, when it is not required by the individual’s job, or in accordance with the relevant company Policies for employee life. Any such individual who is reported or discovered to possess a firearm or weapon on company property will be asked to remove it immediately. Failure to comply may result in an employee judicial referral and/or arrest, or an Employee disciplinary action and/or Termination.



4 Compensation and Benefits

4.1 Compensation

All salaries are guaranteed for twelve (12) months every year with an additional 13th month bonus as mandated by Philippine legislation. The 13th month bonus is paid before the 24th of December of each year and is pro-rated for those hired after the start of the calendar year. Computation for daily rate is: Monthly Basic x 12 Months/261 Working days = Daily Rate Computation for hourly rate is: Daily Rate / 8 Hours = Hourly Rate

4.2 Holiday Schedule Following are the legal holidays declared by the Philippine government:

National Holidays Date New Year’s Day January 01 Maundy Thursday Moveable Date Good Friday Moveable Date Araw ng Kagitingan April 09 Labor Day May 01 Independence Day June 12 National Heroes Day Last Sunday of August Eid’l Fitr Moveable Date Bonifacio Day November 30 Christmas Day December 25 Rizal Day December 30

Employees are paid in full for all declared national holidays, as mandated by Philippines government. Employees except for supervisors and up who work on holidays receive additional holiday premium in accordance to Labor Code of the Philippines.

4.3 Payroll

Payment of salaries will be every 5th & 20th of every month.

4.4 Expenses

Reimbursement is entitled to employees who would incur expense on behalf of the company in the course of their duty. To reimburse, properly fill out the expense form, attaching the corresponding invoices and/or official receipts issued in the names of the company, and signed off by the relevant manager.



4.5 Benefits

Provision for Benefits will be dependent on what has been stipulated in the employment contract. It is legally understood that benefits are not part of your salary/compensation as an employee. This benefit is deemed purely as an act of grace on the part of the Company and the continuance or repetition thereof now or in the future, no matter how long or how often, shall not be construed as establishing an obligation on the part of the Company.

4.6 Vacation Leaves

All employees are entitled to 15 days leave in a year. The following types of leave will also fall under Vacation leave: Vacation, Emergency, court hearing, etc. Vacation leave starts to accrue at a rate of 1.25 days per month commencing on the employee’s date of hire. The maximum Vacation leave credits in a year are 15 days. The employee may start to enjoy his/her Vacation leave from the date of regularization as long as he has earned and accrued leave credits. Vacation Leaves cannot be advanced. 1-2 Days planned Vacation leaves must be filed at least 7 days before and at least a month before for more than 2 days leaves and approved by the Immediate Supervisor/Manager. For emergency leaves, request notice to Immediate Supervisor/Manager should be provided two (2) hours prior to start of working hours. All approved “emergency” leaves are deducted from Vacation Leave. Any leave availed without prior approval will be considered as AWOL (Absence without Official Leave) and will be not be paid. Immediate sanction will be initiated by the supervisor or manager. Employees are encouraged to enjoy their Vacation leaves to give them time to rest and attend to their needs. This benefit, if not availed, will be forfeited at the end of the calendar year. This is also not subject to be carried over to the following year.

4.7 Sick Leaves

All employees are entitled to 15 days sick leave in a calendar year. Sick Leave can only be taken for valid medical reasons and must be accompanied by a medical certificate signed by a doctor. The following types of leave shall fall under sick leave. Medical Check-up, Medical Treatment, serious health condition which prevents the employee to report or perform his/her job. Sick leave starts to accrue at a rate of 1.25 days per month commencing on the employee’s date of hire. The maximum sick leave credits in a year are 15 days. The employee may start to enjoy his/her sick leave from the date of hire as long as he has earned and accrued leave credits. Sick Leaves cannot be advanced. The Employee should notify his/her immediate supervisor/manager two (2) hours prior to start of his/her work hours. In instances that the employee is unable to call, then an immediate family member must call on their behalf. Failure to notify the employee’s supervisor/manager shall be considered as AWOL (Absence without Official Leave) and will be not be paid. Any absence without proper approval will be considered as unauthorized leave. Immediate sanction will be initiated by the supervisor / manager. At the end of calendar year, accrued and unused sick leave credits will be forfeited. If an employee has taken a sick Leave then a leave form must be properly accomplished with the proper Medical Certification submitted and approved off by the relevant supervisor / manager upon return to work. Should this not be accomplished, the leave taken will be unpaid.



4.8 Maternity Leave

Every pregnant employee, whether married or unmarried, is entitled to maternity leave benefit of sixty (60) days for Normal Delivery or Miscarriage or seventy-eight (78) days, in case of Caesarean section delivery, with benefits equivalent to one hundred percent (100%) of the average daily salary credit of the employee as defined under the law. This maternity benefit is payable from Social Security System (SSS) for the first four deliveries. A female employee is entitled to the SSS Maternity Benefit provided that: 1. She is a member of the SSS. 2. She is employed at the time of her delivery or miscarriage. 3. She must have given the required notification to the SSS through her employer. 4. She must be employed in The SirQo Group, Inc. with at least 3 months of service in the

12 months immediately preceding the expected date of delivery.

4.9 Paternity Leave

In compliance with the Republic Act No. 8187, the company grants to married male employees seven (7) working days of Paternity Leave with pay to support the employee’s legitimate spouse during the period of recovery from child delivery or recovery from miscarriage or abortion.

All probationary and regular married male employees of the company are eligible to this benefit. This is non-cumulative and non-convertible to cash and applicable to the first four (4) deliveries only. The employee should file a leave to notify the employer of the pregnancy of his legitimate spouse and the expected date of delivery. A copy of the pregnancy results will be required together with the form. In emergency cases, where advanced notification/application has not been accomplished, the employee may file Paternity Leave upon return to work, submitting a copy of the Hospitalization Record to be approved by the immediate manager.

4.10 Solo Parent Act Leave

In compliance with the Republic Act No. 8972, Parental leave benefits are for 7 working days in a calendar year and are granted to a solo parent to enable him/her to perform parental duties and responsibilities where physical presence is required. Parental leave for solo parents is granted only to any solo parent or individual who is left alone with the responsibility of parenthood due to: 1. A woman who gives birth as a result of rape or crimes against chastity, even without a final conviction of the offender; provided, the mother keeps and raises the child. 2. Due to death of spouse. 3. While the spouse is detained or serving sentence for a criminal conviction for at least one year. 4. Due to physical and/or mental incapacity of spouse as certified by a public medical practitioner. 5. Due to legal separation or de facto separation from spouse for at least one year; provided, he or she is entrusted with the custody of the children. 6. Due to the declaration of nullity or annulment of marriage as decreed by court or by church; provided that he / she is entrusted with the custody of the child or children. 7. Due to abandonment of the spouse for at least one year. 8. Unmarried mother or father who has preferred to keep and rear his or her child or children. 9. Any other person who solely provides parental care and support to a child or children provided he or she is duly licensed as a foster parent by DSWD or duly appointed legal guardian by the court. 10. Any family member who assumes the responsibility of HEAD OF FAMILY as a result of the death, abandonment, disappearance or prolonged absence of the parents or solo parents; provided that such abandonment, disappearance or absence last for at least one year.



A solo parent employee shall be entitled to the parental leave, provided that: 1. He/She has rendered at least one (1) year of service, whether continuous or broken 2. He/She has notified his/her employer that he/she will avail himself/herself of it, within a reasonable period of time 3. He/She has presented to his/her employer a Solo Parent Identification Card, which may be obtained from the DSWD office of the city or municipality where he/she resides. If any of the requirements above has not been complied with, the Company may deny the leave application. The employee should file a leave submitting a copy of his/her Solo Parent Identification Card to immediate manager before planned date of availment. This benefit, if not availed, will not be carried over and will be forfeited at the end of the calendar year.

4.11 Mobile Phone Allowances

At the discretion of the management, mobile phone allowances may be provided to employees where their roles and responsibilities necessitate employees to be contacted during and / or after working hours.

4.12 Medical

The Company is pleased to offer healthcare benefits to all employees. The employees and their eligible dependents shall be enrolled on set cut-off dates based on the actual date of employment. Eligibility All employees (regular or probationary) are enrolled under our healthcare insurance provider. The exact date of enrollment/coverage begins day 1 of employment.

4.13 Healthcare Coverage for Dependents Eligibility

Enrollment is done via email from the Human Resources representative. Dependents coverage

starts at the employee’s regularization date. Eligibility Dependants * For Married Employees a. The legal spouse 18 years old up to 65 years of age of the principal member. b. Legitimate and/or legally adopted children 14 days old and up to 21 years of age, single and unemployed. * For Single Employees a. Parents up to 65 years of age, unemployed and dependent on the principal member. The choice of enrolling dependents must follow a hierarchy. This means that the spouse first must be enrolled followed by the eldest child, second child etc. for married employees.

For details of coverage and schedule, please ask your Human Resources representative.



4.14 Separation

Part of continuously growing organization includes challenges such as separations of team members.

4.14.1 Retirement Process

The Retirement age for The SirQo Group, Inc. is 60 years old. Extensions are not normally granted but could be granted upon company’s approval. This however should not go beyond 65 years of age. This is normally based on the importance of the employee in his/her job functions. When a The SirQo Group, Inc.’s employee reaches the age of retirement, The SirQo Group, Inc. will pay all outstanding leave.

Immediate Supervisor / Office Manager will communicate in writing the intent to retire the said employee. A copy of any Government issued Identification where date of birth is indicated should be provided to the employer when applying for the Retirement Benefit. Office Manager will issue a notification to employee and his immediate supervisor to notify him/her of his eligibility to the Retirement Benefit. Should the employee not avail of such, he/she needs to submit a letter of request for an extension. Extension beyond 60 but not over 65 years old will require approval by Co-Founders. Refer to the departmental policies and procedures for more information.

4.14.2 Resignation

In the event of resignation, it is agreed that a minimum of one month’s notice will be given by either party unless otherwise stated in the letter of offer or in instances of misconduct or serious breach of the employment contract, in which case The SirQo Group, Inc. reserves the right to terminate this agreement in accordance with applicable laws. Please follow this exit process: 1. Submit formal letter of resignation to your Immediate Supervisor / Manager 2. Secure the acceptance of resignation letter from your immediate Supervisor / Manager. 3. Immediate Manager to submit a copy of received and accepted Resignation Letter to

Office Manager 4. Office Manager to submit the resignation letter to HR Department to schedule the Exit Interview and Clearance orientation up to last pay. Please coordinate with the Office Manager for more information.



5 Code of Conduct 5.1 Discipline Policy & Process

The Discipline Policy & Process applies to all employees of The SirQo Group, Inc. The discipline policy and process has not been put together to penalize “offenders or violators” but to correct the wrong behavior, attitude or habit and instill the professionalism as expected from The SirQo Group, Inc. employee. General Guidelines and Conditions:

A complaint will be regarded as an “allegation” until proven to be qualified as an offense.

Each offense is dependent on the gravity or sensitivity of the case.

Corresponding sanctions are to be strictly imposed to the errant employee.

All corrective/disciplinary measures will be implemented in accordance with the rules and regulations indicated in The Labor Code of the Philippines, other laws and the relevant policies and rules and regulations of Convergys

An employee may be placed under preventive suspension if his continued employment poses a serious and imminent threat to the life or property of The SirQo Group, Inc. or of his coemployees, as determined by and depending on the discretion of the Immediate Supervisor, with the approval of Office Manager and HR Manager. The preventive suspension shall be for a maximum period of thirty (30) days without pay. Any extension thereof shall be paid accordingly.

The affected employee under suspension will not be paid during the period of his suspension.

Dismissal or termination from employment initiated by AutoDeal may either be for a just or authorized cause as provided under Articles 282 and 283 of the Labor Code.

Management should approve all sanctions, be copy furnished and informed at all times of any incurred infraction/s or sanction/s imposed to any employee. All records, and/or documentation regarding such are recorded and filed in the employee’s 201 records.

Infractions enumerated in the policy may not be limited to its context. Related or comparable violations may also merit the appropriate disciplinary action. There may be other acts or omissions not explicitly contained herein but which are clearly prejudicial to the welfare or interest of the Company. The Company reserves its right to consider them punishable and to impose appropriate sanctions/penalties as warranted by the situation of each case.

Levels of Corrective Action: As a guideline, levels of sanctions follow a progressive discipline process. This does not preclude however, management’s discretion to implement a higher level of penalty up to Suspension and Outright Termination of Employment on serious and grave offenses. Violations of Convergys’s Code of Conduct are considered grave offenses.

Termination

Final Written Warning/ Suspension

Written Warning



The table below serves as a guide to implement progressive discipline. The final decision to

implement a disciplinary action is weighed carefully considering the nature, circumstances

and gravity of the offense.

Type of Offense

Schedule of Corrective Action

Cleansing Period

Grave Offenses

1 st Offense: Suspension (Five working days) up to Termination of Employment 2 nd Offense: Termination of Employment.

Twelve (12) Months from receipt of Corrective Action Form

Serious Offenses

1 st Offense: Final Written Warning up to Suspension 2 nd Offense: Suspension (Three working days) up to Termination of Employment 3 rd Offense: Termination of Employment

Six (6) Months from receipt of Corrective Action Form

Minor Offenses

1 st Offense: Written Warning up to Final Written Warning 2 nd Offense: Final Written Warning up to Suspension 3 rd Offense: Termination of Employment

Three (3) Months from receipt of Corrective Action Form

Following are samples of offenses (not limited to) based on their classifications:

Item Policy/Offense Offense/Violation Type

1

Failure to verbally provide notice of tardiness to your Team or Office Manager at least 30 minutes before the start of your official work hours.

Minor to Serious Offense

2

No Call – No Show (NCNS) where NCNS is defined as: Being absent the employee fails to verbally notify his/her Immediate Supervisor/Manager of his/her inability to report for work at least two (2) hours before the start of official work hours.

Serious to Grave Offense

3

Absence Without Official Leave (AWOL) where AWOL is defined as: • Any absence without official leave; or, • Even if he/she gives such notice the cause is not justifiable taking into consideration operational demands of the business as well as the type of leave availed of and the consistency of the same with existing leaves policies. This provision shall not be construed as unreasonably withholding the availment of earned leave credits.


4

Malingering or pretending to be ill to escape work. Nonsubmission of medical certificate from an accredited hospital or clinic upon return to work.


5 Negligence in the performance of assigned tasks or duties. Minor to Serious Offense 6 Failure to comply with the necessary calls Minor to Serious Offense

7 Failure to comply to meet the quota Minor to Serious Offense

8 Sleeping during working hours Minor to Serious Offense



9 Call Avoidance Minor to Serious Offense

10 Improper Handling of Customers Minor to Serious Offense

11 Loitering or wasting time during working hours. Minor to Serious Offense

12 Creating Noise/Disturbance During working hours which distracts others in the performance of their duties


13 Deliberately delaying or failing to answer calls Minor to Serious Offense

14 Receiving personal visitors and making unnecessary and or frequent personal telephone calls.


15 Failure to maintain work area/station in clean and orderly manner Minor to Serious Offense

16 Not reporting offenses committed by others Minor to Serious Offense

17 Extended break time/ over- break/ Unauthorized break time or under time


18 Failure to answer call and or cellular phone call or reply within reasonable period of time


19 Failure to liquidate expenses/cash advances with prescribed periods


20 Unauthorized use of any P2P software e.g. torrent, et.al. Grave Offense

21 Gross and habitual negligence in the performance of assigned tasks or duties


22 Acts of insubordination or refusal to follow or comply with reasonable and lawful work-related orders, instructions and directives


23 Falsification or misrepresentation of personal or company records (including attendance records), documents, papers, testimonies in official investigations, concealing information and the like

Grave Offense

24 Stealing or attempting to steal or conniving to steal company property or other employee’s or person’s property inside the company premises.


25

Committing acts of violence, fighting, inflicting bodily harm or injury, against a fellow employee, business partner or customer within or outside of company premises or company sponsored activities.


26 Discourtesy or rudeness to a co-worker, supervisor or manager, customers and clients


27 Harassment, threatening, intimidating or coercing a fellow employee, business partner, or customer of the company


28 Sexual Harassment of a co-worker, vendor, visitor or guest regardless of gender.

Grave Offense

29 Engaging in a business or work which renders him a competitor or the Company and/or which negatively affects the Company

Grave Offense

30 Moonlighting or deriving income during office hours from another employer.

Grave Offense

31 Extortion Grave Offense

32 Pornographic Exhibit or Shows – displaying, storing, or viewing pornographic materials in company-issued equipment or device, or their distribution within the company premises.

Grave Offense

33 Unauthorized possession or use of illegal drugs or being under the influence of illegal drugs while at work or at company functions

Grave Offense

34 Dishonesty of any form or nature. Grave Offense

35

Theft, or attempted theft of items including but not limited to: • Company time • Company resources • Company information

Grave Offense

36 Embezzlement or any malversation of Company’s funds; Deliberate submission of fraudulent expenses statements

Grave Offense

37 Padding/ Tampering Sales Grave Offense

38 Using Company/office time, materials or other minor equipment to do unauthorized or private work




39 Soliciting or collecting contributions for any purpose from co-employees during office hours without authorization from Management


40 Fraud or willful breach of trust and confidence as provided for under Article 282(c) of the Labor Code of the Philippines as amended.

Grave Offense

41

Revelation to unauthorized persons or assisting unauthorized persons to gain access to confidential matters, including but not limited to: • information relative to company transactions, operations • communications or secrets of trade • information relative to investigations

Grave Offense

42 Violations made against any The SirQo Group, Inc.’s policy, guidelines, or processes.

Minor to Grave Offense

43

Persistently telling smutty jokes to co-employee who has indicated he/she finds them offensive; taunting a co-employee with constant talk of sex or sexual innuendoes; asking a coemployee intimate questions on his/her sexual activities


44 All acts violating the Law on the Anti-Sexual Harassment Law of 1995 (RA 7877)

Grave Offense

45 All other acts of Lasciviousness based on the Revised Penal Code Grave Offense

5.2 Disclaimer

The SirQo Group, Inc.’s employee handbook is a statement of principles and guidelines and

does not constitute contractual obligations on the part of The SirQo Group, Inc. The principles

and guidelines under the employee handbook are entirely matters of management

prerogative, and The SirQo Group, Inc. reserves the right to interpret, modify or rescind its

policies and procedures including those contained in the Code of Conduct at its sole

discretion. As such each employee is responsible for ensuring that he is informed and is in full

understanding of any revisions relative to this document.

Prepared by:

Danica Benson Office Manager

Reviewed and revised by:

Babylyn Bonifacio

HR Manager

Approved by:

Daniel Scott Christopher Franks

Co-Founder Co-Founder



5.3 Acknowledgement

This is to confirm that I received a copy of The SirQo Group, Inc. Employee Handbook which

includes the General Policies and Procedures including the Code of Conduct and Discipline

Policy.

I have read, understood and agree to all the policies and its contents stated in this handbook.

I understand and agree that it is my responsibility to be continuously informed and understand

all revisions relative to this document.

I understand and agree that this Employee Handbook and all its contents is an internal and

confidential document and is Company property. I understand and agree that I cannot divulge

any information in the handbook to any non-AutoDeal (The SirQo Group, Inc.) employee,

speak about any of the policies outside of the AutoDeal (The SirQo Group, Inc.) site, or

reproduce any of its contents.

I understand and agree that in the event of separation from the Company, I shall return the

handbook to Office Manager.

I understand and agree that any violation to any clause in the Employee Handbook subjects

me to appropriate sanction in accordance to The SirQo Group, Inc. Discipline Policy.

_________________________________

Signature over Printed Name

_____________________

Date

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Contents · PDF file3.1.1 Probationary Period and Standards ... Bel-Air, Makati City, Philippines ... A Client cannot access their AutoDeal account Lead Developer QA Engineer